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  • Are Bots Really The Best Option?

    With the ever-advancing fast pace of technology, more and more customer support functions are being taken over by bots.

    WHAT IS A BOT?

    As defined by www.Techterms.com, “A internet bot, also known as web robot, www robot or simply bot, is a software application that runs automated tasks (scripts) over the Internet. Typically, bots perform tasks that are both simple and structurally repetitive, at a much higher rate than would be possible for a human alone.” 

    There are many types of bot, the most common being Web Crawlers, Chat Room Bots, and Malicious Bots.

    Bots are becoming ever more popular for small and large businesses alike. While they have some clear benefits, do they really outweigh the negatives?

    Do bots provide the best customer service?DO BOTS PROVIDE THE BEST CUSTOMER SERVICE?

    Why do we think that a robot can do the job of a person in areas of customer interaction?

    Perhaps I am the dinosaur here?   The impact of using a bot in place of a human has some advantages certainly, but also many glitches, not to mention inabilities.

    A bot cannot answer anything that is non standard.  In my experience there are few customers that want to be classed as “standard”.  Certainly, there are questions that customers ask that are common to many customers and these can easily be handled via search or frequent questions on the same web page.

    However, non-standard questions, which for me seem to be the norm, cannot be addressed by a programmed robot.  In fact, what ends up happening is a deep frustration on the part of the customer who spends a great deal of time chatting with Philip, the bot, who is chatting to lots of other customers at the same time.

    Ultimately, you find ‘Philip’ either gives you an unsatisfactory answer that does not address the question because he does not understand it in the first place, or you stop the chat out of shear frustration due to slowness of response. 

    THE POSSIBLE IMPACTS

    Has anyone stopped to assess the impact of these so-called improved steps on:

    • Customer satisfaction?
    • Loss of customers due to lack of human contact?
    • Whether or not the customer’s issue was addressed?
    • Whether or not the customer’s issue was resolved?

    It seems to me that evaluation of the use of a bot is done from a cost effective position only.  However, I will be glad to stand corrected on this point.

    What drives a company to use bots?WHAT DRIVES A COMPANY TO USE BOTS?

    Bots are becoming ever more popular for small and large businesses alike. While they have some clear benefits, do they really outweigh the negatives?

    Asking the question in another way – Why do company’s wish to avoid or be uncontactable by its customers? There are several answers that I can think of:

    • Companies want to avoid a training cost that is inevitable to ensure excellent customer service.
    • Companies don’t want to invest in hiring and training management who lead the support team.
    • The operators, support team etc. are afraid of customers’ questions because firstly perhaps they do not know the answers to the questions asked and secondly do not know how to get the answers.
    • The companies believe their own product and service to be perfect and therefore there is no reason for customers to contact us.
    • The customer is not a priority or important, therefore why have personnel to provide a service to the customer.

    There are probably many more answers to this question.  However, just looking at these possibilities is both scary and thought provoking at the same time. 

    CUSTOMER SERVICE BUILDS LOYALTY

    Is it just me who wants to talk to a person because I believe in the human ability to solve the issue they are faced with, and if not able to, can at least share some empathy to your dilemma or difficulty?

    Perhaps I need to think differently about customer service and how I work with my customers to train team members – team leads, managers and leaders to inspire and drive excellent service in their teams. This is both enjoyable and essential to building customer loyalty and therefore business sustainability.

    ARE WE LOWERING OUR EXPECTATIONS?

    My expectations of banks, airlines, suppliers, shops and similar businesses, is one of excellence; of genuine interest in the client and customer base. I also expect these businesses to have the ability to communicate effectively, irrelevant of the issue, and have the desire to resolve the issue, provide the answers and ensure that the customer is overall satisfied.

    Are we really expected to accept mediocrity because a bot can only do what a bot is programmed to do? In other words a bot can only deal with issues that fall within the area of bot-expertise.  On either side of this expertise it is necessary to have human skills.

    Bots are becoming ever more popular for small and large businesses alike. While they have some clear benefits, do they really outweigh the negatives?

    Are we lowering our expectations?

    THE BENEFITS OF HUMAN CUSTOMER SERVICE

    In drawing a parallel to the current level of bot-expertise, you can say that humans have the same issue if untrained.  In any event, a human can respond and express empathy, respond at a normal pace of conversation and through human logic and expertise suggest a suitable way forward.  A human customer service expert can also be proud of what they do, how they do it and of the company that they work for.

     

    Rachel ShackletonRachel Shackleton is an entrepreneur who owns and manages Green Key Personal Development and Green Key Health. Working with local and multinational organisations, she is a public speaker and trainer in the spheres of leadership, communication and customer excellence. She ensures sustainable productivity and profitability through healthy self-management and leadership practices, ensuring a focused and successful workforce.

  • Are Leaders Born or Made?

    “The greatest leader is not necessarily the one that does the greatest things. He is the one that gets the people to do the greatest things.”  Ronald Reagan

    The question of whether leaders are born or can be made through learning and development is a question that is very often asked. This blog will explore the relationship between being a natural born leader, which certainly many people are, as well as learning the skills of an effective leader.

    Working on the premise that leadership is influencing others to want to do their job while management, also very important is getting the job done through others, the differentiating factor we could argue is how we influence those who work with us to want to do their job, to love doing their job, and to do it well on a consistent basis.

    What makes an individual want to do and love their job? Initial motivation to get out of bed in the morning has to be the responsibility of the individual, as does the positivity and excitement to turn up for work. The question then is what makes the experience between someone who turns up for work because they need the money and someone who wants to be there, enjoy the daily challenges as well as the regular tasks and duties that are a part of all roles. The answer lies in looking at the importance of colleagues who we associate with and enjoy working with as well as the person that we report to and who guides us while bringing out the best in each person. That manager and leader builds motivation and commitment in each unique individual to inspire them to want to as well as to love, coming to work. The person that builds a positive, fun climate in order to deliver peak performance.

    Characteristics and skills of an effective leader include, but may not be limited to:

    Honesty and integrity saying what you will do and doing it, being true to and keeping to your word, being consistent with those you lead and not treating one person more favourably than the other. As well as being consistent in all your actions and behaviours. Operating with high levels of personal integrity.

    Openness – being open to share feedback, both positive and constructive negative feedback while also showing vulnerabilities and encouraging and allowing others to also be open to share, to provide their feedback to you as well as other team members.

    Positivity – irrelevant of what is happening to find the upsides without being unrealistic. Remaining upbeat despite challenges and difficulties, not pulling yourself and others down.

    Ability to listen – perhaps the most critical of all the characteristics and skills of a leader. Taking time to hear others, being fully present and not necessarily finding a solution for that person’s plight, but simply listening and showing that you care. Listening is also important when it comes to listening to oneself. Knowing how you feel and acknowledging that. Addressing issues without taking them out on those you lead. Giving out the message that you are here, present and available while being able to show self-compassion and compassion for others.

    Humility – not being afraid to show your humble side. Just because you have been given the role and the job description, does not mean that you have to have all the answers. It is fine to say, “I don’t know what to do in this situation, does anyone else have any ideas?”

    Desire to see others grow and develop – Wanting to keep everything within your control only serves to stifle growth and development of both yourself and others. Trusting colleagues to deliver gives freedom to make decisions, freedom to experiment and try without fear of reprisal if it all goes wrong. Using these opportunities for assisting learning and development builds trust.

    Learning mentality – Leaders who do not have a learning mentality for themselves as well as others, will soon reach their ceiling of growth and be left behind.

    Trust – trusting yourself and trusting others creates an atmosphere of positivity, wanting to learn, confidence to take on something new and address challenges, ultimately leading to positive and constructive feedback and delegation of authority to create autonomy within the workforce. It takes time to earn trust which is an accumulation of all the little things that you do and say.

    Purpose and vision – Has a clear vision and knows their own purpose, why he or she is in the position of a leader, while also being clear about the purpose and direction of the organisation or department and is able to share that purpose and vision with others in order to build commitment.

    Self-care – Each one of us has a responsibility to ourselves firstly to ensure we are full of wellness and vitality through respect for mind, body and soul. Vitality is not just about regularly going to a gym, jogging, swimming or playing tennis it is much broader than that. Focusing only on the physical aspects of ourselves, failing to address the mental, emotional and spiritual aspects that are often the foundation to wellness and who we are, what we are experiencing and how we show up and contribute to this the world means we are addressing 25% of what contributes to wellness, vitality and general wellbing.

    Looking around the world at our “global” leaders, those nominated to lead a country, I struggle to find many of these skills and characteristics. Is it a surprise that governments are in disarray? I won’t take your time or energy to pick those apart that regularly feature in our media, sadly for the wrong reasons, I’ll leave you to do that using the above points. What went wrong in our systems? At this time, I cannot find a reasonable answer. Is it a reflection of our education system, upbringing, life experiences or culture? Probably a bit of each.

    Returning to the main question of can you learn to be an effective leader?  Do you learn integrity, honesty, how to trust and how to listen, are these characteristics and skills acquired somehow, or are you simply born with them? Integrity and honesty come from one’s upbringing while the ability to listen effectively and provide feedback are skills that can be learned if a person is interested while being given the experience of a wonderful role model in one or several job roles, through a family member or other role model who is closely followed.

    Developing your managers to become effective leaders is never too late. Giving them the skills to perform well, nurture individuals and teams to build commitment, encourage growth and development of others, while developing themselves is critical not only to the individual, but to the business as a whole. Without an effective leadership team, your ship is sailing without a rudder. It is like setting sail with all the bells and whistles, latest technology, fantastic systems, luxurious interior design, as did the Titanic when she set sail on April 10, 1912. Investing in development of your leadership team, irrelevant of seniority, makes sound, financial sense.

    If you want to optimise your leadership skills or develop the leadership skills of a manager then please drop me an email to rachel@greenkeypersonaldevelopment.com or book a zoom call.

  • Are You Engaging Your Employees?

    The human body is a complex structure with many integrated systems that work in harmony. The heart is the conductor of the orchestra connecting organs and systems with the arteries and the veins. Taking this analogy and applying it to an organisation, is there any difference? The heart of the organisation is the culture, the values and the conductor the CEO, General Director or senior board. The arteries and veins, the life blood of the organisation – the employees. Extending this thought, would you cut your own artery or vein or deliberately block or fur up the system?

    Why then do we so often “cut” off or “block” our employees the very arteries and veins of any business through inadequate leadership practices, lack of direction, training, empowerment and engagement?

    How often do you hear someone say or read a phrase with the term “engage employees”? We need to engage our employees, increase engagement, measure the engagement of our employees and so on. Clearly something in these phrases is very important to business performance. Anne M. Mulcahy, former chairperson and CEO of Xerox, once said, “Employees who believe that management is concerned about them as a whole person – not just an employee – are more productive, more satisfied, more fulfilled. Satisfied employees mean satisfied customers, which leads to profitability.”

    Truly engaging employees results in creating the right atmosphere, conditions, and morale for all members of an organisation to give of their best each day, not because they have to but because they want to.  It means employees are committed to their organisation’s goals and values, motivated to contribute in building customer loyalty and to organisational success, with an enhanced sense of their personal wellbeing. 

    How come then the 2022 Gallup poll found that 69% of employees are disengaged? Is this a coincidence or is there something reflecting how employees are truly feeling having been “forced” to work from home irrelevant of space, conditions and family environment and in many instances feeling pressurized to return to the workplace? Is it about the lack of human contact, lack of input from leadership on a human level, turning calls and virtual meetings into a “business-only” platform which is the equivalent of only having blood flow through the arteries with no return to the heart via the veins.

    Engagement, as Anne Mulcahy said is about the whole person, we cannot expect full and complete performance if an employee is engaged with only the left brain. We might use the analogy of looking at employee engagement like looking at a person who has a disease. If you only treat the symptoms by looking at that condition you may relieve the pain, the feelings of indigestion, drowsiness, blood-sugar dysregulation or other, but once you stop with the intervention, whatever that may be, the pain returns. Why therefore with employee engagement do our systems look at measuring performance without measuring wellbeing of each person? The all-too-common KPI’s, objectives and quantative and qualitative goals. How about using the system you already have to support holistic wellbeing as well as to engage your employees? Achievement of a KPI does not necessarily mean employees are engaged.

    Wellbeing is measured in so many ways – mental, physical, social, emotional and spiritual. Should you only measure wellbeing with one of two of these dimensions, you are cutting off several systems that work in tandem. In other words, if one system is out of whack, just as in the body, it will affect other systems either through over-compensation or under-performance. Wellbeing is holistic for each individual as well as for the organisation. If you only recognise and reward achievement, you are limiting overall performance. An easy way of putting that is if you are happy that goals and objectives are achieved according to the KPI’s how do you know what you are missing if everyone in your team would feel secure, valued, nurtured and is able to embrace opportunities for development, what would the result be? The synergy it would create, the outstanding performance, happy, loyal employees and customers, motivation to want to be at work and inspiration to be the best version of what each one can be. Engagement is the arteries and veins that feed the rest of the organisation.

    Engaging employees in their work, the company culture and values is the responsibility of leaders within each organisation. In other words – creating the right environment, genuinely valuing contributions from each employee, building trust, nurturing relationships, and being authentic and transparent.  Leadership behaviour is itself driven by the organisation culture and company values.  The old saying of “the fish stinks from the head down” adequately sums up the need to ensure all levels of management lead by example and roll down wellbeing which drives performance.

    Engagement can be measured in different ways.  However, to be effective it is likely that the process is continuous and uses a combination of ways, such as:

    • Anonymous wellbeing surveys to get credible feedback that leads to relevant changes.
    • Exit interviews – taking the time to really find out why an employee is leaving is critical to reflecting on what can be done better. However, note conducting an exit interview when an employee who has been “used” to achieve KPI’s may not get the result you are looking for.
    • One-to-ones with managers work very well when there is an atmosphere of trust.  Without trust, it will bring limited results at best.
    • Customer satisfaction ratings – The customer is the one who truly bears the brunt of poor employee engagement, experiencing service performance with a “don’t care” attitude. Hearing about customer experiences is a very important gauge whilst also providing pointers for improvement. Asking for customer feedback via surveys has become the norm in many companies. I often wonder how the information is used, especially when nothing changes? Perhaps picking up the phone to gain verbal feedback would be more valuable?

    How can management influence engagement levels? 

    Again, there is no one answer, there are several answers and in reality a combination of different actions are needed to positively influence engagement of each and every employee. First begin with the management team to ensure they are confident and able to lead others effectively. Then:

    • Give employees the chance to do quality work.
    • Maintain a positive work culture.
    • Get employee “buy-in”.
    • Invite and listen carefully to employee feedback.
    • Communicate expectations clearly to employees.
    • Encourage employee collaboration and teamwork.
    • Build an open environment through authenticity, fairness and trust.
    • Give positive feedback and praise employees for their performance.
    • Train and coach to develop potential in each employee.
    • Praise for showing up as their best self.

    It makes sense that employee engagement is part of the core business strategy. Engagement on a consistent basis will pay dividends in increasing productivity, and profitability.  The workplace will be a happier place to be and consequently increase pride and enjoyment in doing quality work, serving customers, as well as succeeding in achieving department and company goals. At that point it is unlikely that you will need to be concerned about the life-blood of your organisation as “blood” will be flowing freely without blockages or obstacles.

    Green Key Personal Development is able to provide you with all the tools necessary to optimise your employee engagement. It’s important that you don’t wait for something to break before investing a few pounds per employee. The time to act is now. Book a no obligation discovery call today. https://calendly.com/greenkey/pd-consultation-meeting?

  • 5 Lifestyle Tips that Support Mental & Cognitive Wellbeing

    Avatar was released in December 2009 and it took the world by storm taking the top place for film viewing since Titanic which stood at $2.218 billion while Avatar to this day stands at $2.2433 billion. It took me a long time to actually decide to watch this movie, having done so I watched it for the second time the next evening. For me this movie is about the untouched human capacity that is dormant due to “chosen” lifestyle, particularly in the western world. The Na’vi who live on Pandora show us the powers we have when living in a world of unconditional love, gratitude and connection with all life – creatures, plants, trees and the environment and not in a world that is separated and disconnected from our environment and from everything within it. It gives a clear picture and deep understanding that humanity is part of the ecosystem and that our physical, mental and cognition depend on this and that we owe ourselves and planet to be healthy. 

    Cognitive wellbeing, as physical and emotional wellbeing is about balance and living in harmony with one another, the earth’s natural biorhythms and Mother Nature. Cognitive wellbeing and mental health cannot simply be addressed through diet, lifestyle, counselling or any other therapy. (No disrespect here, therapies have a place). It is about restoring whole inner balance with oneself and outer harmony with one’s world. 

    No bodily system functions in isolation of other systems. We function as a whole, therefore the whole needs to be addressed. Gut and brain health have a direct connection via the gut-brain axis, and therefore the health of the digestive system is partly if not wholly responsible for cognitive function. There is a reason why the gut is known as the “second brain”. If digestion is not functioning correctly, whether thats seen as constipation or suffering IBS symptoms (irritable bowel syndrome) resulting in urgency and loose stools. Perhaps gastric reflux, bloating or excess gas are causing uncomfortable feelings. These are all symptoms that indicate the digestive system is not functioning optimally and will ultimately affect mental health and cognitive function. 

    Ensuring the digestive system is functioning well requires a varied nutrient-rich diet, with or without meat, depending on personal preference. Chewing food mindfully and eating in peace and not on the hoof, at the computer or in front of the TV. The essence of effective digestion starts with saliva in the mouth when seeing and smelling food which triggers the release of stomach acid ready to accept and start the process of breaking food down to extract what nutrients the body requires from what needs to be eliminated. Healthy digestion also requires water. Most people do not drink enough water which hampers the digestive function and consequently cognitive function due to dehydration.

    There are many different diets out there, and because we are all unique we cannot assume that a diet, such as Keto, FODMAP (fermentable oligosaccharides, disaccharides, monosaccharides, and polyols), or some other diet that might work well for one person will automatically be good for another. However, the one diet that is considered as being supportive of mental health and cognitive function is the Mediterranean diet. This diet is rich in fresh foods, simply cooked, lots of green leafy vegetables, healthy, unsaturated fats from avocados, olives, oily fish, nuts and seeds which are not only essential to brain health, but supports cardiovascular health, as well as aiding in blood sugar regulation. In short eating fresh foods, as natural as possible, avoiding or at least limiting processed foods and ensuring plenty of fresh vegetables, fruit, oily fish and good fats will support good cognitive function into old age.  

    Exercise in general supports good well-being. We are spoilt for choice when it comes to exercise. The most important thing is to keep moving whether just walking, or a specific exercise like swimming, climbing, yoga, Qigong, running, football, dancing etc. No one size fits all. All round fitness protects flexibility, bone and muscle, resilience, cardiovascular and brain health, as well as physical and emotional and mental balance. However, as humans we tend to limit ourselves to one or two kinds of exercise or to a single form which we enjoy doing. Don’t get me wrong it is beneficial, however pursuing a variety of different types of exercise on a regular basis, the more balanced and all round your level of fitness will be. 

    All exercise, especially when we enjoy it stimulates the release of endorphins. The word “endorphin” comes from the word “endogenous” meaning within the body, and morphine which is an opiate pain reliever. Endorphins are created in the pituitary gland and hypothalamus and are a type of neurotransmitter that attaches to opioid receptors, commonly known as reward centers, signaling to the nervous system to calm everything down and provide feelings of inner balance, resulting in a positive state of mind. 

    A couple of things to be mindful of when exercising. If you feel tired and run down, choose exercise that is considerate of your inner and physical state rather than doing a HIIT class or pumping heavy weights that puts further mental and physical strain on the body, depleting resources and instead of releasing endorphins, cortisol is released as a stress response triggering the fight or flight system further depleting energy resources. Choose gentler types of exercise that build flexibility and balance at the end of the day, but still give benefit if you have no other choice but to exercise in the evening or at night.

    Cognitive health, just like health of the physical body is about training and using these muscles regularly, otherwise “if we don't use it we lose it.” If development stagnates through lack of mental stimulation brain cells die and what’s more new neurons will not grow to replace them as it is only mental stimulation that creates new neurons. Activities such as learning a language, doing puzzles and having stimulating conversations that challenge thinking will all support positive cognitive health.

    Bruce Perry, Psychiatrist and Neuroscientist said, “When people start to lose a sense of meaning and get disconnected that’s where disease comes from, that’s where breakdown in our health – mental, physical and social health occurs.” Meditation and mindfulness connect us to the earth and to the true self through slowing down breathing, calming the nervous system and providing mental clarity in relation to situations, decisions and people in our lives.

    Social connections are also important for good cognitive function and mental health through feelings of self-worth, belonging and unconditional love. Humans are social, herd animals. Naturally we want to be with others, perhaps not 24 hours a day, but at some point in the day. Interacting enables us to talk through difficulties, problems and life in general. It is an outlet for knowing we are recognised, respected, loved and valued. 

    The changing nature of how we shop has had an impact on social wellbeing and connection with others. In my lifetime we have gone from shopping locally with the butcher, baker and hardware store to shopping in large supermarkets and mega-marts, or online for the convenience that these options provide. This has also affected local communities in that the elderly and lonely miss out on the chat with Bob the butcher or meeting another customer and having a chat while waiting to be served. These places were not just somewhere that you bought your groceries, meat and bread, they also served as community hubs where people met and would have a quick chat when going about their household errands. In other words, these independent businesses were part of the community.

    lifestyle tips that proactively support cognitive and mental well-being 

    1. Do Something that Brings Joy

    Life, especially in the western world is very much focused on the next step up the ladder – that bigger house, car or a better job in combination with working to pay the bills. Because of all the “noise” that surrounds this type of lifestyle we often lose perspective and sight of what brings joy. Of course, this will likely vary from person to person, but it is not about what it is, but rather that you make time to do it regularly.

    My joy is nature whether that is walking or horse riding, both bring me joy, calms my nerves, connects me to Mother Nature and puts everything into perspective while at the same time clearing any unwanted worry or concern. 

    1. Build Social Relationships

    The English-speaking world has drifted further and further away from what it means to be human. Community life is seldom seen unless you live in a small village where everyone knows everyone and there is an unspoken word to look out for each other, especially the vulnerable, the elderly and children. In cities you can live next door to, above or below another person and you never speak to each other. I am yet to understand why we don't take the opportunity to say a cheery “Good morning” or similar when meeting in the lift, at the shop door or other incidental location. What does all this mean? It means that each one of us has to be conscious about building a circle of people who can be relied on and who share a similar outlook regarding the importance of social contact to build self-worth, emotional and mental wellbeing, whether thats a chat in the lift, street or over the garden fence or inviting each other round for a cup of tea or meeting locally for a chat over a coffee 

    1. Know your Boundaries and when to Say “No”

    This is perhaps one of the more difficult points to observe to preserve physical, mental and cognitive well-being. Knowing one’s boundaries and observing them even when you are asked to do something that deep down you don’t want to do, but go ahead and do it, is neither healthy nor rewarding, often resulting in feelings of resentment or anger at yourself for once again not saying “No”.

    There will always be times when you choose to agree to carry out a particular request even though it is at your own personal cost. This is not what I am referring to. What I am saying is the habitual selflessness that is a deep and generous part of so many, but underneath these habitual actions take a heavy toll, especially on cognitive function consuming and highjacking our thinking processes through repetitive conversations with yourself. End result a massive drain on mental energy and a deepening divide between you and the other person. No one wins.

    This could mean putting in boundaries at work to demands that overburden you such as working late, at the weekend or during your holiday. Or perhaps it is a colleague who constantly gives you the “monkey” knowing that you will not say “No” despite them eating away at your personal confidence. Alternately it could be in your personal life, perhaps accepting an invitation to an event, when you have no interest in going. Babysitting for your neighbors who regularly forget to organize a sitter and ask you at the last minute, or carrying more than your fair share within your family to support and care for elderly parents, or siblings.

    How do you change this pattern of behaviour to find the inner confidence to honour yourself and your authenticity?   Ask yourself “What is behind my inability to say “No”? Write your answers down on a piece of paper until you have exhausted them and then take a look at the list to drill down to identify the real reason. Once you know they reason, put some actions in place to build confidence to say “No” as a choice, and release yourself of the guilty feelings from saying “No”.

    1. Intermittent Fasting or Time-Related Eating

    There is now much research around eating within certain time windows, often called intermittent fasting. This means that you fit your eating in any one day into a certain number of hours, for example 8 or 12 hours giving the body a break from eating for the 16 or 12 hours remaining. Intermittent fasting is not a diet, it's a pattern of eating. It doesn’t change what you eat, it changes when you eat. The beauty of eating in this way is that you begin to understand what hunger actually is; and just because your stomach is empty, it does not mean that you're hungry. 

    Johns Hopkins medicine neuroscientist Mark Mattson, Ph.D., has studied intermittent fasting for 25 years. He says that “Our bodies have evolved to be able to go without food for many hours, or even several days or longer. In prehistoric times, before humans learned to farm, they were hunter-gatherers who evolved to survive — and thrive — for long periods without eating. It took a lot of time and energy to hunt game and gather nuts and berries. These physical activities and the intermittent fasting helped them maintain a healthy weight.”

    Research shows that the intermittent fasting periods do more than burn fat. Numerous studies show that there are powerful benefits for body and brain. It is claimed to cause weight loss, improve metabolic health, improve blood sugar control & perhaps even extend lifespan. Mattson explains, “When changes occur with this metabolic switch, it positively affects both body and brain.”

    The New England Journal of Medicine revealed data about a range of health benefits associated with the practice of intermittent fasting, as follows:  

    • Good for your brain, mental health and cognition -Thinking and memory.
    • Heart health – Improved blood pressure and resting heart rates as well as other heart-related measurements.
    • Changes the function of cells, genes & hormones – when you do not eat for a while your body initiates important cellular repair processes & changes hormone levels to make stored body fat more accessible. 
    • Helps lose weight and belly fat – enhances hormone function to facilitate weight loss. Short-term fasting increases metabolic rate by 3.6-14%, helping burn even more calories. 

    According to Hippocrates, “Our food is our medicine and our medicine is our food”. Therefore, to eat when you are sick is to feed your sickness. Fast forward to today, modern science agrees that having a full stomach all the time is not ideal for long-term health. Evolutionary adaptation has made our bodies very efficient at storing energy reserves, and drawing upon them when food supplies are scarce. 

    A note of caution: Individuals with certain health conditions should seek medical advice before doing intermittent fasting.

    1. Keep Your Brain and Mental Capacity Active 

    Exercising the brain as you would any other muscle in your body is key to the brain being active into old age. As with physical exercise, this means regularly challenging your brain with activities such as Sudoku, crossword puzzles, learning a language, adding figures without a calculator. My siblings and I used to call my father “the ready reckoner” because he would always take the receipt after filling up the car with petrol and then do the calculation in his head of how effective his car was running according to the mileage! He also did the daily crossword, invited stimulating conversation with friends and neighbours. He showed no signs of mental ill-health or cognitive decline in his old age.

    Genetic predisposition of any health condition, does not mean that you will develop the condition. Age-related decline mentally and physically is a part of ageing, but that does not mean that we cannot be physically and mentally healthy into our late 80’s and 90’s if we take care of ourselves through living a meaningful life, challenging ourselves and brain function on a regular basis, eating a nutrient rich diet, movement, hydration and good quality sleep all of which feed healthy cognition, mental, emotional and physical health.

     

     

  • Are You Educating Your Female Workforce On How To Manage Their Performance Through Menopause?

    A recent headline “Menopause is forcing women to retire early” written in an article by Caitlin Powell on 7 December, got me thinking about this statement.

    Firstly, no one forces you to retire irrelevant of the symptoms you might be suffering whether menopause related or otherwise. In fact, no one forces you to do anything as there is always an element of personal choice. Retirement might be a choice that is arrived at through discussion with an employer, due to some work-related issues, but at the end of the day, each one of us decides our own journey.

    Andy Briggs, the government’s champion for older workers, told the Mail on Sunday, “To leave the workplace in your fifties – when we know that you’re far less likely than someone younger to return to work – has a huge impact on your retirement income.”  This comment further highlights the fact, that women can make their own choice about when they retire and can seek help for the natural body changes that menopause brings to all women at some stage in their life.

    It is common knowledge that nearly 4 million women who are in employment in the UK are aged between 45 and 55.  Women over the age of 50 are the fastest growing workforce segment. As the average age to experience menopause is 51-52 in the Western world, it is expected that peri-menopause starts around the age of 45-46, with changes to their menstruation cycle. Transitioning through menopause can take up to 10 years. This is a long time to be suffering from symptoms such as brain fogginess, lack of concentration, hot flushes, poor sleep, irritability and lethargy, all of which often contribute to poor performance. Therefore, one could say “quite rightly that organisations encourage women to retire when performance is greatly reduced.”

    This workforce segment is important to the labour market, it is important to companies and to women themselves. Social programming might want us to believe that menopause is the end of life for women. This is not true. Menopause is a natural change in the female body, male body also during andropause, and can be extremely liberating, with minimal interruptions to work-life integration and overall wellbeing.

    Why is it that some women sail through menopause and others suffer from many of the symptoms mentioned above?

    Most of us prepare for our older age and our retirement, menopause can be considered a part of that and women can prepare for this in order to limit the negative impact of these natural body changes. Taking a brief look at a 1987 study conducted with 13,996 Japanese women the results concluded that:

    • “Studies and anecdotal evidence show that after their last menstrual period and the onset of menopause, American women and other ethnicities have a worse experience than Japanese women.
    • Japanese women have less severe hot flashes/flushes, insomnia, night sweats, joint pain, urine leakage, and increased heart rate.  They generally also have fewer symptoms.
    • Plus, they have a lower risk of cardiovascular disease, osteoporosis, and brain cancer.”

    Are You Educating Your Female Workforce On How To Manage Their Performance Through Menopause?This study pointed out that this is not about genetics, it is about the differences in diet and the main differences are lack of or no wheat and dairy in the Japanese diet, as well as the inclusion of soy and soy products.  As the average menopausal woman produces less estrogen, soy helps to balance the body during the changes. As soy contains isoflavones, they work like estrogen, albeit in a much weaker manner. With a healthy portion of soy in your diet, you can effectively prevent the worst that menopause presents.

    5 Key points for limiting the negative impact on personal performance during menopause

    These points can be implemented not only to transition smoothly through this period, but also will help with overall health.

    1. Nutrition and Hydration

    Limit the amount of wheat or remove wheat from your diet.

    Eat the rainbow every day in fruit and vegetables and include a minimum of 10 per day to increase fibre, vitamins and mineral intake.

    Include soy and soy products in your diet on a daily basis (with caution if you are suffering thyroid issues). Protect bone density with Vitamin D3.

    Limit convenience foods which are full of preservatives, “E’s” and other additives as they exacerbate hot flushes, brain fog and poor sleep by choking up the liver. Instead cook from fresh ingredients and choose a salad or soup over a sandwich and fizzy drink at lunch time.

    Keep hydrated. Many of our body systems require water to function including the blood, removal of waste from the cells, digestion, brain function and so on. Providing water stations in the office can go a long way to helping employees keep hydrated.

    2. Movement

    The lymphatic system which is responsible for removal of toxins from the body relies on natural body movement. Lack of exercise, whether walking, tennis, football, cycling or any other sport decreases lymphatic drainage, therefore the level of toxicity within the body increases. Help your body and mind to function well with gentle movement on a daily basis.

    3. Fresh Air

    Getting outside, irrelevant of the weather is so important to wellbeing overall. Oxygenating the blood and boosting endorphins, the feel-good factor, fresh air helps to calm the central nervous system, de-stress the mind and aid performance. As a leader, encourage your female and male team members to go outside in their lunch break as this is one of the best gifts you can give them.  It clears the head, helps with de-stressing mind and body and aids performance, increasing productivity on return to your work place.

    4. Resilience and Stress Management

    We assume that stress is something that comes from an external source. That is mostly true. However, each one of us has a choice on how we manage external stressors and therefore how they impact internally, including being assertive to voice our opinions, being assertive to say “No” when the system is already on “overload”, taking time out when things become overwhelming. Cutting out “me” time on a regular basis, eating mindfully as opposed to grabbing something quickly, as well as sharing issues and worries and asking for help when we need it, all impact whether we internalise stresses.

    Stressors are not only things that we see and experience such as conflict, lack of openness and trust, financial issues etc, but toxins in the air, water and foods that we breathe eat and drink, all add stress. Electromagnetic frequencies that we all live in due to our wifi driven world affects the signalling in both body and mind and has direct impact on how we sleep. When menopausal the body is more sensitive to these frequencies, further contributing to poor sleep. Create EMF down time and switch off wifi at night.

    5. Sleep

    Sleep is essential and due to hormonal changes, it tends to suffer creating a vicious cycle of not sleeping, waking exhausted, then dealing with a stressful lifestyle and work life, gorging on foods that give a quick energy boost just to get through the day.  Each time the boost wears off it leads to a lower low, and so the cycle goes on creating in its wake poor memory, brain fogginess, adrenal stress and headaches.  Improving sleep quality goes a long way to supporting women going through perimenopause and menopause. The practice of a regular sleep-wake cycle is very beneficial for most of us, perhaps more so for women who are menopausal. Getting to bed at a regular time and waking at the same regular time is important and using the natural rhythm of nature to be in bed before 11pm and up eight hours later, will help improve sleep. That in turn tones down how we react to stressful situations and work demands, limiting any negative impact on performance.

    Educating your male and female workforce in the topic of menopause and providing supportive leadership and direction, will ensure you keep your female workforce through the transition and out the other side. That to me looks like a win-win for everyone!

    For more information on our course “The Impact of Menopause on Performance,” contact on 01235 639 430 or rachel@greenkeypersonaldevelopment.com