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Category: Employee Wellbeing

  • The Connection Between Leadership, Relationships & Burnout

    This blog was born from a conversation held recently with a new client.  This client came for a herbal medicine and naturopathy consultation.  Through asking several questions, it became clear that this client was very close to or was already suffering adrenal “burn out” due to stress.

    The connection between leadership, relationships & burnoutIn our conversation she mentioned that she works as a care assistant looking after others, sometimes in the care centre itself and sometimes by going on home visits.  In other words, she spends her day giving to others, including kindness, simple The values of your organisation has a tremendous impact on your working relationships, which then impacts how likely you are to experience burnout.medical attention and companionship to help them feel the warmth of another human being, to be a part of life, as well as wanted and loved.

    How is it possible that someone who spends her time giving care to others misses out on any care herself?

    This is the old adage of “the mechanic fixes everyone else’s car first and his car last?”  In other words, his car seldom gets any mechanical attention.  Giving to others means that our own resources need to be full up all the time to ensure we avoid draining our tank leading to constant tiredness, lack of energy and eventually physical and mental ill health.

    As part of this conversation, the client muttered under her breath that “no one gives her any care”, further adding that she is holding up various members of her own family for one of other reason.  From my point of view, this situation begs many questions, each of which are addressed below:

    WHAT ARE THE VALUES OF THE ORGANISATION? 

    It seems rather strange that an organisation that makes its money from giving care, does not consider care, kindness, wellbeing and health of its own employees, firstly through the organisation values and secondly in processes and procedures to support the mental and physical wellbeing of the “golden goose”. In other words, the very people that the organisation earns money through via the charged service they provide.

    HOW CAN AN ORGANISATION CREATE ITS LIVELIHOOD THROUGH CARING FOR OTHERS AND NOT DO THE SAME FOR THEIR OWN EMPLOYEES? 

    The answer to this question also links to the values of the organisation.  Overall it sounds very much like there are double standards, one for external clients who pay for the service and the other for internal clients, those that work in the organisation providing care.

    KNOWING THE DIFFICULTIES AND DAILY STRESSES OF WORKING IN HEALTHCARE HOW CAN THE MANAGERS AND LEADERS FROM THE TOP DOWN NOT PAY ATTENTION TO THE CARE NEEDS OF ITS OWN PEOPLE?

    The ability to interact, feel and sense how each and every one of his or her team is doing is vital in any organisation to be able to add value to each and every employee, so that they in turn can add value to their customers through enjoyment of what they do.  This means developing relationships with each and every person in your team to know what is going on with them.  The ability to hear what is different from the norm, to “see” their behaviour through a direct sense, which might be referred to as intuition or sixth sense.  In “Why Should Anyone Be Led By You?”  By Rob Goffee and Gareth Jones they refer to this sixth sense as  “Situation sensing”.  In order to be effective at situation sensing Goffee and Jones explain that leaders need to have observational and cognitive skills to interpret what is happening around them, for example low morale, complacency that needs challenging and weak data. In the case of this lady, the fact that she is struggling and needs support with all the responsibilities that she is carrying.

    HOW IS THE LACK OF CARE AND ATTENTION TO MENTAL AND PHYSICAL WELLBEING OF PERSONNEL LIKELY IMPACTING THE ORGANISATION? 

    Of course, I can only make some educated guesses here, but with one member of the team coming to see me to address her lack of energy, erratic and at best very weak digestive system, poor sleep and severe lack of joy in her life, is likely a reflection of other employees who perform the same or similar roles to her.  Unproductive – simply going through the motions of her job, failing to see the needs of her clients, putting both the client and the company reputation in vulnerable positions.  Lack of patience and tolerance with those clients that are more challenging, lack of patience and tolerance with herself, inability to focus and operating by auto pilot, all of which combine together and ultimately result in inevitably taking sick leave.

    21.2 days is the average number of days lost to mental ill health in the UK (HSE.gov), including anxiety, depression and stress when a person files for sick leave.  What is more cost effective, taking care of your personnel to provide an environment, working practices and leadership that supports each and every person in doing a good job for both themselves and the organisation, or ignoring the signs of stress, anxiety, fatigue and  lack of joy, potentially leading to mental or physical burnout?

    A case through the eyes of a departed duty manager:  A small, privately owned hotel situated about 10 miles out of London in a very pretty town on the river Thames.  As the majority of the personnel, including the duty managers are not local, all are offered accommodation, for a monthly rental fee in the hotel.  The rooms with small ensuite shower are very small with space only for a bed and chair.

    The owner appears unable to give out trust to his team, keeping a close eye on everything and operating with strict rules, irrelevant of how those rules might interfere with providing guests and restaurant customers a good level of service.  For example, staff meals are to be taken at a particular time and if not able to take a break at that time, food cannot be taken away and eaten later.  It should be thrown in the bin!  One duty manager was surprised to find at the end of the month that his salary was less than the contracted amount.  On enquiring as to the reason, was informed that he was not adding the expected level of value and therefore his salary was reduced.  There was no discussion to enquire how things are going, whether he was happy, whether he needed some help to become more effective etc.  The salary was simply cut with no explanation.  Correction of personnel in front of the guest was apparently common-place.  By now I think you have the picture of the kind of manager and leader, we are dealing with?  Situation sensing is not a part of his skill set.

    WHAT IS THE LIKELY RESULT OF THIS LEADERSHIP APPROACH?

    After three months the duty manager on finding another job, where he felt he can add value and be recognised in return for that, left the hotel giving the contractual one week’s notice.

    Another duty manager in the same hotel, simply did not come in for his early morning shift.  Without a word he left the hotel and has to this point not returned.  His mother did however inform the hotel that he had found another job and would not be returning.  Reading between the lines, it is likely that the atmosphere and behaviour of the owner drove him to leave, giving no second thought to employment procedures and rules, not caring about the salary that he might be due, rather valuing his self-respect, knowledge, skills and freedom more highly than his previous employer did?

    WHAT IS THE IMPACT OF THIS STYLE OF MANAGEMENT AND LEADERSHIP ON HEALTH, WELLBEING AND THE BUSINESS?

    It is difficult to find the right balance in any leadership role between over control and the appropriate level of control.   To give out trust, but at the same time not over trust, to build meaningful relations with each and every team member and to support as needed but not do their jobs for them.  This cannot be done by being too distant, or by being too close.  In each and every case it is about assessing the individual, knowing them well and recognising when things are out of balance and consequently going in the wrong direction, for either one or both parties.

    In both the illustrated hotel cases, these individuals found a way out before affecting their personal wellbeing. What about the lady who is on adrenal burnout, the one who is supporting most of her family members and has no resources left in her tank to even contemplate changing jobs?

     

    To learn how we can help you and your organisation, email Rachel directly at rachel@greenkeypersonaldevelopment.com 

     

    References:

    Why should anyone be led by you?  Rob Goffee and Gareth Jones

    https://www.hse.gov.uk/statistics/dayslost.htm

     

    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.

  • The impact of a toxic job

    Recently I have been deeply saddened by the number of people that I know that have a toxic job in a toxic environment whether physically in the office or remotely. When listening to the news over the last few months that staff are scarce and it is difficult to hire personnel for the many job vacancies, I am beginning to wonder if there some correlation between leadership and the way employees are treated and the scarcity of people, and therefore the inability to hire to fill vacancies?

    Everyone has bad days at work, but there are signs that employees and employers need to watch out for before a bad week “at the office” turns into never-ending, debilitating work stress that is ruining their personal health.  

    Too many people are trapped in toxic jobs. Jeffrey Pfeffer, an organizational behaviour professor at Stanford wrote in his book  “Dying for a Paycheck,”  (March 2018) that research has found that poor management in U.S. companies accounted for up to 8 percent of annual health costs and was associated with 120,000 excess deaths every year. Are employers really asking employees to put up with poor management and a toxic work environment at the cost of their health?

    As a Naturopath, Kinesiologist and Medical Herbalist, when consulting private clients about their health it is clear when the body knows subconsciously that their job is to blame for feelings of stress and overwhelm and it is that that is leading to the very symptoms they are consulting me about.

    What are typical symptoms when subjected to stress for long periods of time causing overwhelm, feelings of being over-stressed and potentially burnt out?

    Poor Sleep

    Very often poor or lack of sleep is one of the main symptoms. Clients report either not being able to sleep because their mind is racing or not being able to stay asleep, waking up in the middle of the night thinking about their to-do list or how to address a “conflict” issue with their boss. A few restless nights is not a big deal, but if it becomes a pattern, that may be a sign that job stress has become toxic.

    Waking night after night feeling more and more exhausted is a recipe for increasing mistakes when at work leading to re-work, which then affects the achievement of agreed goals and deadlines, causing a downward spiral to ill-health and poor performance.

    Headaches 

    I remember having a job many years ago, that literally made me sick. I would stand outside the door and all my muscles would tense up to guard my body from injury, causing chronic tension in my neck, shoulders and head. Chronic tension in this area is often associated with tension headaches and if it continues for weeks, may result in migraines, both being extremely debilitating, but migraine having the power to shut down the body and mind for up to 24 hours before the person begins to feel a little better.

    Digestion Issues and Nausea

    When in a job that is toxic, it can feel like you’re fighting off a wild tiger at your desk. Under a perceived threat, your brain floods the system with adrenaline and other stress hormones.

    A nervous system constantly under stress, can cause feelings of nausea, issues with digestion such as diahorrea or even constipation, as the body holds on to something that simply it cannot let go of. Notice how you and your employees are sitting when working at their computer? Are their shoulders hunched and jaw clenched most of the time as this might be a sign that the job is impacting health. 

    Indigestion, constipation and bloating can all be associated with stress, but not always the main cause, as stress impacts what and how the gut digests foods. Stress due to circulating stress hormones has the ability to impact healthy gut bacteria which in turn impacts mood due to the gut-brain axis. 

    Poor Mental Health

    At the moment, there is great emphasis on poor mental health and how organisations are to address this to prevent employees from suffering with mental health diseases, such as anxiety, mood swings, low mood and depression. Could it be that the toxic workplace and/ or boss is actually causing the mental ill-health in the first place?

    In 2019 depression was the leading cause of mental health related diseases and major cause of disability worldwide affecting approximately 280 million people and accounting for more than 47 million disability-adjusted life years in the same year. In fact, post Covid, a World Health Organisation (WHO) study published in April 2022 states that “global prevalence of mental health disorders increased by a massive 25% across the board”. Young people and women being the worst hit.

    Suffering from Regular Sickness

    If you are catching colds constantly, or don’t seem to be able to shake off a cold, ask yourself “Why this might be so?” If you have employees that seem to be constantly sick, have a closer look at what they are doing? Are they constantly working under pressure and stress, or very long hours just to keep up? Are they happy and fulfilled in what they are doing? How do you encourage and lead them? Do you give positive feedback on a regular basis or are you quick to criticise and highlight all the things that they are doing wrong?

    There is a direct relationship to living a happy fulfilled life and health. Chronic stress, whatever the source will compromise the immune system, making the individual more susceptible to illness, therefore that cycle of illness-exhaustion-unhappiness repeating over and over. This obviously increases sickness and absenteeism within a department, putting stress on those that are working, and the company as a whole.

    Tired all the Time

    A feeling of being tired all the time, having no energy and the desire to sleep is fatigue, a bone-deep weariness that no nap or weekend lie-in seems to cure. Toxic jobs and a / or a toxic work environment or relationship can create a cycle that drains us. When feeling overwhelmed we tend to lack focus and concentration and therefore require longer working hours to achieve the same result. This in turn leads to a downward spiral and results in time off to recuperate.

    Appetite Changes

    Appetite is closely linked to your brain. Under acute stress, your fight-or-flight response releases adrenaline, telling your body to suppress digestion to focus on saving you from the perceived danger. Under long-term stress the body’s adrenal glands release and build up cortisol, a hormone which can increase hunger. When your job is causing long-term emotional distress, you may turn to food for comfort or completely lose your appetite.  

    Sugary foods and caffeine-based drinks are often the type of food craved when under stress because the body and brain are burning masses of energy just to sustain an even keel. Sugary foods, often known as comfort foods, as with caffeine-based drinks, give that quick energy boost to get you through the next task. Doing this occasionally will not cause too much harm, but when locked into this cycle the downside is a sugar low, and over time that low gets lower and the energy boost lower also, feeding a craving for more and more sugar, but resulting in less and less energy.

    What is Your Responsibility in Staying Healthy?

    As an Employee:

    Address the toxic boss – Go straight to the horse’s mouth and lead an open conversation about how you are feeling and why. Calling your boss “toxic” certainly will not win you any brownie points but, pointing out that his or her leadership approach is inappropriate to lead and encourage to be at your best and most productive, just might. If it doesn’t you know where you stand.

    Reframe your negative thinking – One of the principles of cognitive behavioural therapy, is that how you think can change how you feel. Perhaps changing jobs is not an option for you. Therefore, reframing the situation might just work. Using mindfulness to manage unhelpful churning thoughts about how a recent presentation went, what you should have said in a particular situation, instead of what you did say, or what a colleague said to you, can be very useful in stopping these unhelpful thoughts that create dissatisfaction and drain energy while they are at it!

    Create personal boundaries – Create boundaries for how many hours you work each day. Don’t be overly pedantic about this in being sure to observe the exact start and finish times, but generally stay within the parameters. Take breaks for lunch and get away from your work-station, computer or regular place of actual work, so that you can enjoy your break without interruption. Educate others around your boundaries so that they too can organise themselves.

    Be clear on goals – Clarify anything that is not clear before embarking on the task. Fumbling through tasks that are not clear in the hope that you might get it right uses up much unnecessary energy through generating feelings of lack of confidence and circulating self-talk, while also running round trying to find information from others who are themselves not clear on what they are responsible for and therefore don’t have what you need.

    Leave – On recognising that you are in the “wrong” job for you, see these things as a warning that you need to get a new job. Long hours, absence of autonomy, uncertain scheduling, poor management and economic insecurity of a job are all factors that contribute to a toxic workplace environment that employees need to leave behind, not just cope with. If you have tried to solve the issue with your direct boss, perhaps HR as well, and nothing has changed you need to fix the underlying problem, not continue to deal with the symptoms in the hope that something will change.

    As a Leader:

    Listen to your employees – If they are providing feedback about you or the way in which the department is functioning, whether positive or otherwise, listen. Take it as positive and constructive, understand what is relevant and address it.

    Give regular positive feedback – Positive feedback is one of the most important tools you have in your management toolbox. Be sure to give to all your employees regular, positive feedback and make negative feedback constructive to motivate the person to change.

    Address conflict in the team – Avoid pushing conflict under the carpet. Bring it out into the open with relevant parties and get commitment to change. Conflict in the workplace causes those not involved to either discuss it in the corridor, thus becoming involved and adding fuel to the fire, or to withdraw. Both strategies are unhelpful to maintaining a productive environment and healthy teamwork.

    Dare to ask employees how they are doing – Asking this question will build trust and an open environment to discuss things that might be causing difficulty and therefore stress. When asking this question be sure to listen to the answer! Not listening may make the matter worse.

    Follow up – Show your interest in your employees by following up on conversations and changes as a result of those conversations. This shows respect to your employees and shows that you really care.

    In summary – a toxic work environment is caused by many factors. Living with it is not necessary and therefore be prepared to address it one way or another with the relevant parties. If you are a manager and leader, have close contact with your employees to know what aspects of the job might be causing too much stress and loss of productivity and then to proactively do something about it before complaining and unhappiness contribute to making a toxic work environment.

  • The Impact of Employee Health and Wellbeing on Your Bottom Line?

    Working with individuals on work-life balance, as well as with groups, I am seeing more and more people with adrenal stress, very often caused by stress from work.  Reasons for the stress vary, however these can be self inflicted, such as wanting to be a perfectionist, the inability to say “no”, poor time management, inability to delegate as well as procrastination by putting things off.  As for external factors that might cause stress, the first one springing to mind is living in a blame culture, thus creating an environment of fear.  Inappropriate leadership styles and habits such as a boss who doesn’t listen, a manipulative leader who can only influence by using manipulation techniques, a boss who lives in crisis due to poor planning and time management or a boss who is unable to communicate effectively, practicing chameleon type behaviours, swinging from one mood to the next.

    The Health & Safety Executive estimated that 31.2 million working days were lost due to work-related ill health and non-fatal workplace injuries in 2016/17.  25.7 million were due to work-related ill health!  Adrenal fatigue is when the adrenal system struggles to maintain homeostatic balance, leading to depletion and dysregulation of the adrenal glands and Hypothalamus-Pituitary-Adrenal axis after a long period of emotional stress or chronic illness.  Adrenal stress, due to fatigue presents in different ways.  Early signs might be intermittent lack of energy, low motivation and poor sleep.  More advanced stages will include these and other symptoms, such as nights sweats, brain fog, lack of energy to do anything, headaches, poor functioning immune system, resulting in colds and flu, as well as cravings for carbohydrate foods and stimulants such as coffee, chocolate and fizzy drinks all giving that quick, short lived, hit or energy boost. (http://www.hse.gov.uk/statistics/dayslost.htm) 

    Is management of stress a function of leadership?  One could argue that this is personal and thus individual to each person to manage themselves effectively in order to manage what life throws at them, and therefore not under the leadership role or umbrella.  However, if work-days are being lost from absenteeism due to overload and stress, it becomes every leader’s concern and issue.  Therefore, is it better to manage the situation before it gets to this stage or wait until the person gets sick and submits a doctor’s note?

  • The Importance Of Recognition When Leading Others

    A MESSAGE FROM THE NA’VI PEOPLE OF PANDORA

    In my personal experience it is common to both use and hear the term “recognition” in the work environment, especially when referring to motivation of others. What does it mean to give recognition, and how does that differ from giving appreciation, or appreciating someone or something?

    An explanation of the word “recognition” – to recognise someone in the work environment means, ”the act of publicly acknowledging your employees for what they do.” In other words, recognising someone for what they do in their job role and the value they bring in that role. On the other hand, employee appreciation is about who you are and how colleagues, irrelevant of role, naturally recognize each other and make the workplace feel more inclusive and human. This might also be extended into knowing you as being a valuable part of the team. Since the advent of hybrid working, It is not always remembered that humans need other humans, and that being part of a group or team is one of the main reasons why we like to go to work. In other words, the appreciation that we receive from others that feeds into our feelings of belonging.

    The Oxford dictionary defines recognition as “The act of recognising; acknowledging especially” and defines appreciation as “The pleasure that you have when you enjoy the good qualities of somebody or something.”

    In the film Avatar – the greeting that the Na’vi people, living on Pandora on meeting each other was “I see you.” This greeting was not just about literally seeing someone, but really seeing them in a holistic manner – the physical presence, mental and emotional aspects as well as the person inside, the very soul of a person. What a beautiful phrase of appreciation and recognition to truly “see” someone.

    Employee recognition combined with appreciation is one of the most important factors in driving workplace engagement, productivity, performance and employee retention. At its core, employee recognition is another word for feedback, usually associated with feedback focused on an employee’s strengths and what they’re doing well, a technique that encourages more of the same. It is also an expression of appreciation and gratitude.  Living and working in an environment of gratitude when inclusive within the entire organisation makes the operation more fun, meaningful, a place where people want to “belong” and be associated, as well as an environment that is productive and employees enjoy performing at their best.

    In the work environment we mostly link recognition as being positive and connected to what an individual is doing right and has done well, however recognition can also be negative. The power of giving recognition for good performance publicly enhances the positive impact on the individual to do more of the same. Negative recognition, sadly all too often is given inappropriately and perhaps even publicly, lacking a constructive and positive approach, especially when the manager and leader has limited emotional intelligence and fails to understand that negative recognition whether given publicly or not amplifies the negative impact on that person and rather than enhancing performance actually leads to the opposite – a de-motivated, deflated and often highly embarrassed individual who has now lost face amongst his or her colleagues, thus threatening the secure and important ties of “belonging”. An individual having been berated openly and unconstructively is unlikely to be your best performing employee certainly in the short term and likely for much longer, if indeed they stay in your employ.

    What can we learn from Avatar, the film and the Na’vi people of Pandora? How does “I see you” translate into performance, to build excellence, increase productivity as well as employee retention. The latter being one of the biggest challenges organisations face today. Perhaps, truly “seeing” someone, a colleague or team member, you not only recognise them for what they do, but also appreciate and value them for who they are?

  • Leaders are Like Gardeners

    We think about and refer to leaders in many ways – good, bad, poor indifferent, charismatic, dynamic, legendary, but have you ever thought that leaders are like gardeners? Let me explain.

    What or who is a gardener – someone who prepares the earth, plants seeds, nurtures those seeds as they grow to become young tender seedlings and later fully grown plants that bear fruit, whether berries, kale, courgettes, apples, pears or flowers. The goal is always to create the right environment to help the plant, whatever it is, grow and flourish. Plants like people are individual and some will bear fruit, some will have an off year, because the environment is not right, while others will simply keep on growing and producing so long as the environment is right and they have plenty of food. You can probably now see where I am going with this and why we can refer to leaders as gardeners.

    As with gardeners there are good ones and not so good ones. Leaders are no different.

    An effective leader will create the right environment for each person to grow and flourish being mindful that the overall environment is the same for everyone whether experienced or inexperienced. Into that environment they plant the seeds, nurture them, again being mindful that some need more nurturing in order to help them establish themselves within the environment and to grow. Nurturing with compassion, care and attention, support and direction that is just right for each person. As a gardener you would not put fresh horse manure on your roses, why? It is too strong and would kill the plant. On the contrary, put on to a more hardy plant such as an apple tree that manure would probably be perfect. I’m not suggesting for one minute that horse manure is a good way of helping employees grow, but what I am suggesting is that people are different and need an approach that is suitable and brings out the best in them. Leaders need to understand that each employee requires an individual approach to become established and then with the correct nurturing are able to flourish and grow.

    When flowers start to open and blossom, the gardener probably stands back and admires his or her work, remaining attentive to any changes in the plant or the environment and reacting appropriately to that. When winter comes, protecting the plant is a priority to help it survive? Is this not the same for people? Sometimes winter appears in the form of curve balls that life throws at us causing us to temporally lose our way. An effective leader, because they care, will notice the change and provide the support and guidance to that employee helping them weather the cold, a time when they are at their most vulnerable.

    Gardeners know that the roots, make the fruits and if not spending enough time and appropriate effort into establishing those roots, the plant will not survive. It is the same with leadership. Expecting a new member of the team to thrive from the first day, without appropriate “planting”, even if an experienced person is farcical. Just think back to your first day in a different organisation. How comfortable were you? Did you end the first day feeling nervous, but positive that you had made the right choice of company, or did your heart sink with dread because you realised that you had made a grave mistake and that this was not what you expected. Had you known you would not have taken the job?

    The first three months of any new job is difficult for most of us as we try to find our way around the building, the people and who does what, the job itself and the challenges that this creates as well as finding someone who could be a “good” person to get to know. At this time the role of any leader is to ensure this seed, the employee is planted in fertile soil and that he/she will grow to be strong and healthy.

    It is estimated that loss of new recruits within the first three months of employment in UK companies is approximately 5%. Can you imagine as a gardener losing 5% of your crop, garden or allotment during the planting and establishing period? Losing people is much more costly in recruitment costs, training costs (if there was any), hours spent on administration to onboard each person etc.

    Is it time that your leaders become gardeners and put all their focus into creating the right environment, a fertile ground, tending each seed carefully while they establish and grow stronger and then providing the right nourishment to watch each seed grow into a strong plant that flourishes and bears fruit. That “fruit” being consistency, productivity, achievement of goals and ultimately profitability.

    According to a CIPD report, “A good retention rate range is 90 percent or higher. Industries with the highest retention rates include government, finance, insurance, and education, while the lowest rates can be seen in the hotel, retail, and food industries.” This would include the first three months of employment. In reality the churn rate according to a CIPD report is approximately 35%. This cannot solely be blamed on poor leadership, nevertheless leaders and managers have a huge influence on how long someone stays in their job. Below is the breakdown from a recent study conducted by the CIPD on churn rates in 2022. As seen here the first three months is critical, even extending up to six months with the potential of losing 10.5% of newly recruited talent within the first six months.

    https://community.cipd.co.uk/cipd-blogs/b/cipd_voice_on/posts/why-staff-turnover-data-matters

    What gardener would be happy with the loss of 10.5% of the potential crop at the 3-6 month point? Probably no gardener, not only because of losing the crop, but because unless you are planting and growing in a greenhouse, in the UK you have to wait another six months before being able to plant again, losing the crop for that year. A question springs to mind – How long does it take to recruit a new person into the now vacant position?

    The answer lies in the position you are recruiting for, the level of skill needed and how abundant these skills and talents are in the marketplace. Surely it is common sense to encourage your leaders to be gardeners so that the loss of new talent joining your organisation is minimal.

    For more information on Leadership training with Green Key Personal Development, book a call here.

     

  • Leadership – Can You Stomach It?

    “As with stomachs, we should pity minds that do not eat.”

    ― Victor Hugo, Les Misérables

    It is my gut feeling that this is the right time to address the topic of digestion, the stomach and the gut and how they relate to leadership.

    The saying in the English language “I can’t stomach it”, can refer to several things:  It can mean that you cannot eat a particular thing because of the texture, flavour, consistency, taste or smell which you find revolting, and consequently “cannot stomach”.

    It can also refer to a person “I can’t stomach him or her.”  Meaning that you cannot bear to be around a particular person. This might also refer to an activity, TV programme, event or food that the person using the phrase has experience of and which leads to such a violent response such as “I cannot stomach that programme.” Or I can’t stomach eating x.” 

    WATCH MY VIDEO HERE:

     

     

    WHERE DID THIS SAYING COME FROM?

    Leadership and digestionAfter extensive search in Google, I have sadly been unable to find the origin of this descriptive and physically felt phrase.  What I mean by this is that you can feel the reaction that your stomach might have to a particular person, issue, activity or foodWhere does the expression, “I can’t stomach him/her” come from? How linked are our emotions and digestion? when you put yourself in through thought only into that situation.

    The digestive system is highly intelligent and if we put something into our mouths that is going to cause a major physical reaction, the system already starts to reject it through reflux and vomiting before it has gone too far, limiting any physical damage.  This leads on nicely to the following saying that is also stomach or gut related:

    “WHY DO I BRING THIS UP?”

    Another saying related to the digestive system.  Usually when we use this term it is pre-empted with something like “I am sorry for bringing this up.”  Or “I would like to bring x up as it is……….”   We try to compensate or balance the potential emotional reaction we think the topic in question is going to stir up in terms of thoughts and emotions that have been hidden, buried or pushed aside in the hope that they might go away.   Lacking the courage or resilience to deal with a particular issue, leads us to “hide” it in order to avoid any scrutiny, not to mention “out of sight, out of mind”.  Perhaps the subject is taboo for some reason or buried as those involved do not want to deal with the consequences or reactions of raising the topic with all relevant parties.

    As managers and leaders it is important that we are able to address situations and people related issues that we find very difficult, perhaps because of those involved, fear of the consequences when “bringing it up” or maybe even the fear of rejection.  The stomach is the part of our anatomy that “digests new ideas and experiences that we have.”  It processes all issues connected with the mind and the emotions – personal power and sense of self.  When there are stomach problems, if we are in touch with our own intuition and feelings it usually means that we don’t know how to assimilate the new experience – we are afraid.  “What or who can’t you stomach?”

    THE PRINCIPLES OF LEADERSHIP

    One of the key principles of leadership is the courage to do and say what needs to be said through open, direct and clear communication to address issues that have been pushed under the carpet, and consequently those involved are not willing to deal with or alternatively hope the situation is not common knowledge.  It is not relevant whether we like a person or not.  It is about knowing the vision of why we exist as a team, department and company as well as knowing and living the values that guide decisions and actions.  Therefore, when for some reason a team member/s have deviated and is/are now under-performing, that we have the courage to follow our gut and address the situation and person/s openly.

    Constructive, open, fair, balanced and clear communication is necessary to help others firstly to recognise that their performance is suffering, to understand why it is below requirements, and then to find their own solution to rectify it.  This openness might be a “hard pill to swallow”.  Knowing the truth can sometimes hurt, however it is the truth that once swallowed leads to personal growth and development, not only of the employee, but the leader also.

    Interestingly, the throat centre (chakra) processes all issues of communication and expression, as well as trust, truth and true expression of who we are, our authenticity.  The throat connected to the mouth and feeding into the stomach is part of the digestive system.

    Knowing this fact as a leader can be useful to remind us that given the correct “food”, cooked in the correct manner might be difficult for the other person to accept, but when they do it leads to learning for all involved through open expression, one of the most important aspects of dynamic leadership.

    In conclusion, our digestion has a lot to do with effective leadership, not weakening a message, but structuring it in a way that makes it an acceptable “pill to swallow”, thus leading to a positive change in performance.   It is my gut feeling that by bringing up this parallel between the digestive system and leadership, even though for some it might raise issues that are difficult to overcome or to stomach, can only result in a healthy digestive system, working environment, and relationships.

    Bon appetite!

     

    To learn how we can help you and your organisation, email Rachel directly at rachel@greenkeypersonaldevelopment.com 

     

    References:  You Can Heal Your Life,  Louise L. Hay

    Spiritual Healing, Jack Angelo

     

    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.

  • Mrs M – A very capable lady

    This case study encompasses both my professional roles as an alternative healthcare practitioner and corporate wellbeing training provider. The aim of the case study is to encourage you to assess the impact of executing a decision on the health of those who are involved, perhaps through no fault of their own and therefore what could have been done differently.

    The client in question, came to me for the treatment of chronic depression. She had been recommended by a person who I had been treating for some time who also suffered from  chronic depression, which I am glad to say he is mostly free of today. At the time she was under the “control” of the specialised NHS mental health, psychiatric unit as well as receiving medical assistance. She is taking several medications for depression, anxiety and sleep including Lithium.

    A lady late 50’s who was employed by a high school as the assistant director of the school, a job she has been doing for some years already while also continuing to teach the pupils an academic subject. An active person who was working long hours every day, five days a week in school and some part of her personal time to catch up, mark papers and do other administrative tasks, she seldom did less than a 10-hour day. Her husband also works in education. Her daughter was due to graduate a couple of months after her first consultation with me.

    About 3 years ago, as a part of some kind of change in status and re-organisation of the school, all teachers were asked to re-apply for their jobs to continue employment at that school. Each teacher would be hired based on the new requirements. My client was not re-hired, nor was she given an explanation as to why, she was simply told that her job was no longer needed as of tomorrow. No redundancy payment was offered. That news would be a dramatic shock for most of us, even if thinking of resigning or retiring. Lack of appreciation, feedback and thanks would make anyone angry, likely followed by sadness at having the job and career you love crudely removed with no further contact. From May to September of that year she did not feel well, she lost interest and enthusiasm for life, but tried to regain this by taking up a role as a volunteer in a local charity shop.

    At a similar time, her father died during Covid and this seemed to “tip” her over the edge into mental illness, specifically severe depression combined with anxiety. Her father also suffered from depression and anxiety therefore depression running in the familial line. She stated that she remembers shaking uncontrollably at the loss of her father, and perhaps to this day has not yet come to terms with this loss through the normal grieving process.

    Certainly, we can debate if how she lost her job was according to the law? That is not the purpose of this case and therefore we will avoid going down that route. The client is now on four medications for anxiety and depression, some of which are also negatively affecting hair growth, causing hair loss, which further embeds the feeling of “why would anyone want or love me?”. In addition, she is putting on weight, which also negatively impacts how she feels about herself. Her quality of sleep is poor due to twitching, a side effect one of the prescribed medications. To aid sleep she has been subscribed Zopiclone, a common sleep medication which can cause drowsiness during the day. In her own words, she “Has no reason to get out of bed and most of the time feels blank and tense,” therefore can spend the whole day in bed sleeping with no desire to get out of bed. In order to end this cycle, she saw only one way out and that was to commit suicide. She tried, but luckily was not successful.

    She had her gall bladder removed approximately 10 years ago and despite this has no  difficulty in digesting most foods. However, looking at this energetically, the gall bladder – “How can you have the gall to……?” is a representation of rage and extreme anger that has been suppressed within the body, ultimately causing severe inflammation and damage to the gall bladder until eventually it had to be surgically removed. This is an example of how suppressed negative emotions manifest on the physical level to show us what it is we need to deal with. Does removal of the gall bladder mean we have dealt with these negative emotions, or do they still remain in the body as the person’s behavioural pattern remains the same?

    Mrs M also suffers from a fungal nail infection in both her feet under the nails.

    Despite being under the guidance of the mental health team in her local area, at best she is staying numb to life, devoid of any kind of emotion whether joyful or otherwise, at worst is not living. Weekly she has a counselling session with one of the mental health counsellors. After several years of guidance from this team, she and her husband, whose life has also been tipped upside down, decided to try something different and on recommendation from one of their friends, sought a health consultation with me.

    The main goals for treatment are:

    • To get better from severe depression and anxiety to live her life as before.
    • To improve her quality of life and reduce medications.
    • To empower her to embrace life through physical and mental health and vitality.

    To date she has undergone 2 consultations. Between consultations she is taking herbal remedies and orchid essences as well as Omega 3 for brain health and vitamin D. The orchid essences were to address the anger at herself and to re-balance the victim and saboteur archetypes that are both running negative patterns affecting her behaviour. Naturopathic advice included:

    • Going outside into nature for a minimum of 10 minutes twice daily. When someone does not even want to get out of bed this is a huge challenge.
    • Removal of all wheat from her diet.
    • Find one positive in her life every day and give thanks.
    • De-clutter her “office” for 10 minutes 3-4 times weekly until complete. Throw past documents out with joy at letting them go.

    The first two points were essential to creating wellness. The other points are important, but if not done every day at the early stage of treatment, this is fine.

    This gives you the background of this client. Now look at this situation from a treatment perspective and answer the following questions:

    1. How did this person end up with severe depression and anxiety when previously she was a capable, active woman who up until losing her job we can assume was able to take responsibility and get things done? 
    2. When treating any dis-ease condition how important is it to treat the symptoms and the cause for long term relief and to ensure she is able to live her life with a good degree of normalcy?
    3. What do you think is the root cause of her prescribed condition?
    4. Treating any dis-ease requires consideration and treatment of both the emotional underlying factor as well as the physical condition/symptoms? What is your opinion?
    5. Do you think that treatment through the traditional, allopathic medical system considers the person as a whole in the treatment protocols or rather focuses on the visible symptoms and therefore dis-ease diagnosis?
    6. What naturopathic advice would you give to the client, bearing in mind that she may not have the energy to get out of bed? What actions do you think would bring the most positive impact to her mental health?
    7. If you were the manager/HR manager who informed this client of their redundancy would you do anything differently?

    Are you on a similar journey to Mrs M? Discover how you may be able to help yourself from my Brain Health – Mental Agility course.

  • Nurturing Leadership – The New Norm?

    COVID19 has replaced Brexit as the trigger for urgent and critical business change. Organizations have become decentralised as teams and individuals are made to work remotely from home. Or they are temporarily disbanded where staff are furloughed. Most companies will have now completed all the actions necessary to decrease costs, meet the government directive to “stay home” and put contingency plans in place with the view to still being in business at the end of this pandemic. If ever there was a time for leaders to be nurturing, both of themselves and others, it is now.

    WHAT ARE POTENTIAL IMPACTS OF THESE CHANGES ON INDIVIDUALS?

    We know through our experience in performance management that one of the key motivators for being employed to work in a company as opposed to working from home alone is the fact you get to mix with others on a daily basis. The opportunity to talk something through with a colleague over a coffee, the metaphoric and perhaps literal shoulder to cry on when going through a tough time personally or professionally, and not to forget the morale boosting office “banter”. Unless you are a key worker on the front-line of the coronavirus crisis, you will be cut off from all this now.

    The issues facing key workers are different and will not be addressed here.

    POTENTIAL IMPACTS OF ENFORCED HOMEWORKING MIGHT INCLUDE:

    • Lack of motivation as social and face-to-face physical contact has disappeared overnight. 
    • Difficulty balancing time effectively as the working day is no longer segregated from family responsibilities. Not to mention the fact parents have the extra responsibility of educating and entertaining their children. Children who may well act up as a result of the highly irregular circumstances that they find themselves in. As well as the need to prepare meals, and generally keep the house going. No matter the motivation and dedication, it is likely that productivity will suffer.
    • Mental and physical exhaustion as individuals try to play super mums and dads to cope with extended duties such as being home educators, as well as shopping for and checking in with vulnerable family members and elderly members of the community. All the while they are trying to be productive so they can earn the salary that keeps the ship afloat.
    • Worry and anxiety about where is the money going to come from to meet financial obligations and therefore obsessing over the question; “How are we going to manage?”
    • Dealing with the impact and fear of keeping well especially if there are people dependant on you.
    • Living a relentless cycle with little or no respite and “down-time” as everyone “stays home”, and the challenge this brings of trying to stay healthy and keep everyone else healthy.

    HOW DOES LEADERSHIP NEED TO CHANGE?

    In asking this question, it is easy to forget that those designated as leaders also have personal issues and are impacted by the changes to their home environment work set up. Therefore, it is paramount that the time spent on leading is quality time, relaying supportive, inspiring and nurturing messages to all team members that show genuine interest, empathy and understanding.

    Nurturing leadership is going to become the new norm as organisations realise that in order to navigate this crisis successfully, the priority is going to be people. Tailoring your approach to each team member relative to where they are at, as opposed to achieving short-term goals and driving profitability using a one-size-fits-all approach.

    How do you nurture your team in times of crisis?WHAT DOES NURTURING LEADERSHIP LOOK LIKE?

    When nurturing something or someone “we care for it whilst it is growing and developing” (www.Cambridgedictionary.com). Translating this into how leaders are to respond, they should take care of the individual and the business as a whole: each employee that a particular leader is responsible for needs to be supported in helping them find the new norm, encouraged to be kind to themselves and not beat themselves up when missing deadlines, forgetting reports and finding the new ways of using technology a challenge. Me included in this last point!

    A nurturing leader will be able to listen empathetically, listen without the need to “fix” the current situation for their employee, enabling the individual to find their own solutions that work for them and their individual circumstances. Giving them the encouragement to keep trying and to make that breakthrough on something that may on the surface look incredibly simple, and perhaps would ordinarily be so, but in fact is extremely challenging in their new daily environment.

    We know that challenge presents an opportunity for growth. The importance for every leader to create the right environment to allow for growth and development through trial and error is essential to show support, inspire to keep trying and to succeed, whilst at the same time providing a safety net should it be needed.

    A nurturing leader will be tuning into his or her sixth sense of intuition and feeling, to “see” when one of their team is struggling, and to use gentle coaching questions to encourage the sharing of frustrations, venting of anger and disappointments.  At the end, finding empathetic and inspiring words to show respect, kindness and warmth that willingly drives the person to keep searching until they eventually find the model, of the new norm that works for them in their current reality.

    Just as importantly, each leader needs to protect his or her inner emotional and spiritual self through leading by example showing that nurturing is vital and to also take the necessary time to nurture themselves.

    Under present day circumstances, I believe there is no space for the hard-nosed focus to drive profitability, as this will likely push well-intentioned and loyal employees who are desperately trying to be productive right now, away from organisations when the tide turns. It is a time for being. A human being, not a human doing!

    Green Key Personal Development – Nurturing People, Nurturing Business, Growing Potential through these challenging times.

     

    To learn how we can help you and your organisation, email Rachel directly at rachel@greenkeypersonaldevelopment.com

     

    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.

  • Overindulgence, Christmas Cheer and Productivity

    ‘Tis the time of Christmas cheer for most of us in the Western World.  This usually translates into social engagements such as Christmas drinks, office parties, local get-togethers and family gatherings with the aftermath of uncomfortable symptoms from overeating and drinking including brain fog, wind and bloating, to name a few.  The weather doesn’t help either with cold, miserable, grey light-deficient days and long nights.

    With the festive season comes an overindulgence in foods that we don’t normally eat, but love including mince pies, Christmas pudding, and rich cheeses.   Apparently, each person in the UK consumes an average of 15 mince pies over the Christmas period.  As a nation, that is over 780 million mince pies!

    On top of overindulgence there is the frantic rush to complete last minute shopping for the turkey, rushing round to first buy and then wrap presents whilst also ensuring the fridge is stocked to feed everyone who is coming and be sure not to run out over the few days that the shops are closed!

    At the end of all this we turn to New Year resolutions to lose weight, drink less and exercise regularly.  Does anyone see the sense or is the yearly ritual simply madness?

    The holiday season is a time of family, laughter and giving. It’s also a time of increased mental and physical stress as we attempt to do, and eat, so much more. Here are my realistic tips for staying healthy and productive during this time.

    Overindulgence, christmas cheer and productivity

    THE RESULT OF OUR MADNESS

    The result of this madness is uncomfortable, stressed and frazzled individuals depleted of energy and sleep trying to get into the Christmas spirit, but silently wishing it would all end so that we can return to “normal”.

    TIPS FOR MANAGING SANITY AND SUSTAINING ENERGY

    It would be ridiculous for me to state the obvious to avoid over-eating and limiting alcohol intake.  In fact I can hear you all laughing now.  Let’s try a different tack:

    • Avoid the stress of last minute shopping.  Buy a card and explain the gift is “coming soon”.  Shop peacefully in the New Year for what you did not have time to get for Christmas, at half the price.
    • Drink long drinks, for example white wine spritzer instead of simply white wine or champagne with orange juice as opposed to straight champagne.  The addition of soda water or juice helps keep the body and mind hydrated and we tend to drink long drinks more slowly.
    • Keep mind and body hydrated by drinking one glass of water for every glass of alcohol.
    • Avoid bar snacks such as salted nuts and crisps that we all know encourages us to drink more, whilst also adding to the overload on the digestive system.
    • Choose the vegetarian option at the office party.  Vegetables are generally digested easier than meat, and do not lie heavily on the stomach, leading to a poor nights sleep. 
    • In your Christmas menu include a wide range of vegetables, cooked and raw of different colours to ensure everyone gets plenty of antioxidants for strengthening the immune, and fibre to aid effective digestion.
    • Eat slowly, chew well and enjoy your food whilst being fully present to all those sharing the table with you.  Observing this, usually means we eat less, feeling satiety before it becomes uncomfortable.
    • Your body and mind will thank you for leaving 12 hours, better 16 between the last meal of the day and the next meal on Boxing day. This gives the gut time to digest everything fully, providing mental and physical energy. 
    • Enjoy the benefits of the “great outdoors” with a good walk each day to increase oxygen in the blood to clear the head, increase energy, whilst also assisting the lymphatic system to do its job of clearing toxins and sustaining the effectiveness of your immune system. 

    THE LAST WORDS FROM CHARLES DICKENS – A CHRISTMAS CAROL

    “I will honor Christmas in my heart and try to keep it all the year.”

    Wishing everyone a Christmas full of festive joy and fun, and a healthy, happy and productive New Year. 

     

    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.

  • Post COVID 19: 5 Steps to Creating Strong Immune Health in the Workplace

    With the loosening of lockdown guidelines of the COVID-19 pandemic, HR directors, CEO’s and other organisation managers will be thinking hard and planning the return to work and how to protect themselves and their team members from this particular virus and any other seasonal bug that comes along.

    In many cases, due to the physical limitation of space it is not feasible to separate working places, meeting rooms, the use of toilets, the space for lunch and coffee breaks to observe the social distancing guidelines. Therefore, what steps can be taken to protect the environment and people within it?

    THE ECONOMIC IMPACT OF PHYSICAL AND MENTAL ILL HEALTH

    Physical and mental health is considered an individual matter.  However, the physical work environment, leadership and general work conditions all affect levels of mental and physical health, which in turn affects focus, drive productivity and overall performance.  Knowing how to look after yourself and being responsible to maximise health and energy is key to productivity and performance, both of yourself as a leader as well as those that you lead.  It could easily be considered and included as a part of any job description and job responsibilities, saving organisations thousands of pounds from lost work-days due to sickness.  Figures taken from the 2017 Britain’s Healthiest Workplace survey conducted by Vitality Health in partnership with Cambridge, RAND Europe and Mercer, with almost 32,000 employees within 167 companies, found that employees lose an average of 30.4 working days a year due to sickness, or illness-related underperformance, costing the UK economy a staggering £77.5 billion a year, an increase of 6.2% on the previous year.

    CAN WE LEARN ANYTHING FROM COVID-19 ABOUT IMMUNE HEALTH?

    The immune system is responsible for protecting our health through surveillance scanning for bacteria, toxins and viruses.  It is a network running throughout the body that includes lymph nodes and vessels, the skin as the first line of defence, as well as the thymus gland.   Immune defence is divided into two aspects and can be likened to an army – the first line of defence, known as the non-specific immune that is fast acting, and the specific immune which is slow to respond as it distinguishes between friend and foe.  Extensive research has identified that 70% of immune health is in gut-associated lymphoid tissue (GALT).  Therefore, an unhealthy gut weakens the immune as well as affecting mental health due to the gut-brain connection via the gut-brain axis. 

     

    WATCH MY VIDEO ON THIS HERE:

     

    WHAT COMPROMISES THE IMMUNE SYSTEM?

    In a regular day, our immune copes with the effects of household and industrial chemicals, food additives and preservatives, electromagnetic radiation also known as electro-smog from exposure to Wifi driven and other devices reliant on electricity and non-ionizing radiation, as well as environmental toxins, antibiotics, vaccines and stress we experience in our work and personal lives. As leaders, taking care of the immune system is critical if we want our bodies and minds and those of our employees, to deliver top performance through energy and mental focus. Building a healthy immune does not have to be difficult or time consuming. Just like brushing teeth, showering and eating, maintaining a healthy immune becomes an integral part of our way of life when we know what to do.

    WHAT ARE THE MARKERS OF A POORLY FUNCTIONING IMMUNE SYSTEM?

    The main markers of a poorly functioning immune are:

    • Feeling run down or under par for most of the time
    • Poor resistance – repeated colds, regularly contracting flu
    • Inability to shake off a cold or flu
    • Repeated bouts of urinary tract infection
    • Exhaustion and weariness
    • Low resilience to daily occurrences therefore irrational behaviour
    • Poor ability to focus and mental fog

    TIPS TO MAINTAIN A HEALTHY IMMUNE SYSTEM

    Maintaining a healthy immune assumes that it was formed correctly from birth by the baby passing through the birth canal, feeding on breast milk, nature’s protective mechanism to pass on antibodies to the newly born child and then as the baby grows to pick up pathogens through playing in the dirt.  In this case, it can probably be assumed, unless the child has had antibiotics for some reason, that the immune system is functioning effectively. In a post COVID world, there are steps we all need to take to create strong immune health in us all. Read here for more information.

    Tips to maintain a healthy immune system1. MANAGE STRESS IN YOUR STRIDE:

    • Identify what causes your stress and put steps in place to minimise it
    • Think positively replacing any negative thoughts with positive ones
    • Communicate assertively and positively.  Be ready to forgive
    • Walk in nature regularly.  Even if living and working in a city, getting outside into a local park is generally possible, and extremely beneficial to lowering levels of stress
    • Avoid procrastination
    • Deal with conflict openly and constructively.

    2. HYDRATE AND EAT HEALTHY FOODS:

    • As the body is made up of 85% water, it is essential for a healthy mind and body.  The immune is reliant on water for many functions.  Drink a minimum of 1.5 litres of plain water daily by keeping a glass on your desk all the time
    • Eat seasonal foods.  In each season, nature’s intelligence produces foods that we need to support strong immune health.  At this time of year there are lots of orange, yellow, red and blue vegetables and fruit, all of which are high in Vitamins A and C, rich in antioxidants and polyphenols, all essential for effective immune function
    • Eat a combination of raw and cooked foods.  Too much raw can make the body cold and vica-versa
    • Mushrooms – Lions Mane, Maitake, Reishi, Turkey tail and Shitake are natural immune modulators.  When added to cooking or taken as a supplement help strengthen and modulate the immune system
    • Ensure your gut has a well-balanced microbiome to avoid weakening gut integrity leading to a range of inflammatory digestive disorders and/or brain fog due to the link between the gut and the brain via the gut-brain axis
    • Add onion, garlic and leeks (Liliaceae), nature’s anti-virals to soups, stews and salads.   
    • Take vitamin D3.  The recommended daily allowance (RDA) is 400iu, well below the needed levels for countries in the Northern Hemisphere. A daily minimum of 2,500iu is necessary to protect immune function, and in some cases, it might be more as it is a recognised fact that dark skin does not manufacture Vitamin D as well as pale-coloured skin.

    3. BODY CONDITIONING:

    • Exercise and movement improve lymph flow whilst conditioning the heart and lungs.  As the immune system does not have its own pump, it relies on movement to function effectively
    • Dry skin brush 4-5 times weekly before showering, to remove any dead skin to keep the first line of defence functioning correctly
    • Hot and cold hydrotherapy – invigorate yourself and your immune every day with a hot and cold shower or take a sauna once weekly. Hydrotherapy is very effective for stimulation of lymph flow and strengthening immunity. 

    4. KNOW YOUR LIMITS AND REST:

    • Recognise when you are tired and feeling fatigued to avoid “flogging a dead horse”
    • A good night’s sleep helps the body get adequate rest and time to repair
    • Avoid pushing yourself when you are suffering from a cold or flu to enable the body to recuperate quickly.  Take bed rest if needed
    • Switch off Wifi at night to limit exposure to electromagnetic radiation, especially when sleeping as this is when the immune is at its most vulnerable. 

    5. HAVE FUN!

    As leaders, when we create an environment that is fun to work in, employees want to come to work to get more of what they love.  The benefit to the employer is a productive, effective team of happy, healthy people who are focused, loving what they do and who they do it with.

    As managers and leaders how much would you save, and gain, if your main focus and goal was to create a work environment that is a happy, fun place to be? 

     

    To book Rachel to speak at your event, please contact Rachel directly at rachel@greenkeypersonaldevelopment.com 

     

    References:

    ABL

    Hifas da Terra Mycotherapy

    Mayo clinic

    NCBI

     

    Rachel ShackletonRachel Shackleton, Founder of Green Key Personal Development and Green Key Health is a leadership trainer, medical herbalist and naturopath specializing in corporate health through face-to-face, on-line and e-learning development solutions.

    For more information contact Rachel on rachel@greenkeypersonaldevelopment.com