Sparkling Moments: Liz Kentish Solutions

1. Sparkling moments Liz Kentish

2. Solutions focus • Don’t fix what isn’t broken • Once you know what works, do more of it • If it’s not working, do something different

3. Part 1 – Sparkly Moments • In pairs, decide who is A and B. A to ask B: • Think of a personal ‘sparkling moment’ at work over the past few weeks – a time when you felt really good about being there. Tell me about it • What made it sparkle? What did you do? What did others do? What else? (Get as much detail as possible - listen out for evidence, positive, concrete details) • Listen carefully to and note what your partner says – you’ll need that in a moment.   • Then change over – B asks A.

4. Part 2 - Giving positive feedback Based on what your partner has just said • A should now reflect on what you now know about B’s excellent qualities, skills and resources as a person • Tell them what you’ve heard (e.g. from what I’ve heard you are obviously the sort of person who…I’m impressed that you…) • Wait for them to say ‘Thank You’ • Then change over – B gives positive feedback to A

5. Part 3 – Finding small actions Based on the discussion you’ve had so far…. • A asks B to choose a small action that will increase the likelihood of more sparkling moments happening at work in the coming days and weeks • Make sure the action is small and specific • Then change over – B asks A

6. Sparkling moments What did you find • Interesting? • Surprising?

7. “Great stars – leaders, influencers, high performing teams and individuals – aren’t just born, they’re shaped”

8. Thank you @Liz_Kentish Liz Kentish

9. Guernsey Mind Mental wellbeing in the workplace BIFM – 10 February 2017 Jo Cottell – Guernsey Mind

10. Guernsey Mind • Local charity promoting positive mental health • Created in 1977, 1st employee 2010 – now 5 staff • Campaign for better mental health for the local community and raise awareness to reduce stigma • Lions Mind Centre (13 groups/weekly footfall 175) • Hub for mental wellbeing (Information, support and signposting) • Business/Community/States partnership • Workplace – audits, strategies, training & support

11. What do we think about Mental Health? • We have a positive, creative approach to managing mental health • Focus on the individual, we are all different. We know what works best for us • Simple, practical solutions work best • We should feel confident to talk about our mental health without facing discrimination • Good mental health is possible for everyone

12. What is good mental wellbeing? “Good Mental Health is a state of well-being in which the individual realises his or her own abilities, can cope with thenormal stresses of life, can work productively and fruitfully and is able to make a contribution to his or her community” (World Health Organisation, 2011)

13. Why is mental health important? Good mental health enables us to: • have healthy relationships • make good life choices • maintain physical health and well-being • handle the natural ups and downs of life • discover and grow toward our potential

14. Why is good mental health good for business? • Reduction in sick days and associated costs • Reduced staff turnover - better motivation & morale • Improved performance/productivity • Less presenteeism (nearly 1/3rd currently turn up ill & annual cost twice that of absenteeism according to CIPD Absence Survey 2015) • Lower premiums for healthcare and PHI policies • Positive corporate message • Employer of choice • Caring organisation – A win-win for everyone

15. Mental Health issues are common

16. Mental Health issues are common at work too

17. Is this the same in Guernsey? • 25.4% of adults experienced a large amount of stress and pressure in last 12 months, 39.6% a moderate amount (Guernsey Healthy Lifestyle Survey, 2013) • The most commonly identified issues were family and personal health, pressures at work, family relationships and money worries • 5,000 people accessed the Primary Care Mental Health and Wellbeing Service in its first 2 yrs. There is now over a 6 month waiting list for ‘high intensity’ help • 33% of sickness and long term disability claims are related to mental health (SSD, 2013) • 42% of secondary school pupils responded that they ‘aren’t glad that they are who they are’, an increase from 28% in 2010 and 36% in 2013 (Guernsey Young People’s Survey 2016)

18. How does poor mental wellbeing feel? • ‘I felt like I had a washing machine inside my head. I had lots of thoughts constantly going around but nothing made sense. I couldn’t organise them enough to create solutions. I just thought and thought and thought…..’Anonymous

19. Legal Context – Duty of Care • No law in Guernsey (yet) specifically relating to discrimination • on the grounds of disability (mental health) • Health & Safety Ordinance 1987 • Every employer must ensure, so far as reasonably practicable, the • health, safety and welfare at work of his/her employees…including the • provision and maintenance of a safe working environment. • Common law duty of care (negligence) • Duty of care owed (employer to employee); • Breach of duty; • Causing harm (including harm to psychological health); • Loss/harm was reasonably foreseeable.

20. What is stress? • Good v bad stress • Physical reaction – increase in stress hormones such as adrenaline and cortisol • Too much to do, too little time • Add relationship problems, money worries, job issues, ill health, bereavement, caring responsibilities…. Is it a wonder we are stressed?

21. Common work-place issues • Longerwork hours • Work overload • Lack of control • Unclear management • Poor career progression • Failure to reward efforts • Poor support • Lack of participation in decision making • British Occupational Health Research Foundation (BOHRF)

22. Impact of long working hours • We tend to work long hours in an effort to get out more, faster, better results. But we also end up with low job satisfaction rates and more sick days. • Working long hours, in particular, reduces our efficiency. Over a long period without efficient breaks, we simply get run down. We become tired, slow, and unproductive.

23. Video Clip – Managing Stress • https://www.youtube.com/watch?v=hnpQrMqDoqE

24. Recognising symptoms Changes will occur in someone’s usual behaviour: • Reduced performance • Increased absence • Increase in unhealthy lifestyle • Reduced social interactions with family/friends • Altered patterns of behaving/living • Changes in mood/perceptions • ‘Headaches’/Physical Symptoms • Catastrophic/concrete thinking

25. Changes in the way you perceive yourself • Not able to recognise own abilities. Dependent on others reactions • Unable to express positive or negative reactions • Find it difficult to concentrate and be productive • Find it a challenge to interact positively with others • Feel out of control, fear the future, unable to bounce back from minor setbacks • Do not have the confidence to say no and meet own needs

26. Common signs and symptoms of Anxiety

27. Common signs and symptoms of Depression

28. Fit Your Own Mask First

29. For you …little things make a big difference • Create space to reduce intensity / Mindfulness • Take regular breaks / lunch hours / holidays • Monitor workload & stress levels – if under stress tell someone • Don’t check emails at night, or ones you are cc’d into • Don’t attend meetings you don’t need to • Be assertive / say no • Prioritise / organise / delegate (up or down) • Treat your workmates as you want to be treated • Be optimistic, accept failure, be kind to yourself • Do little things that make you happy often and practice what works as soon as possible

30. What if stress becomes unmanageable or you feel unwell? • Talk to someone you trust, or contact Guernsey Mind • Increase knowledge of condition (online/books) • Use your organisation’s support – Line Manager / HR / Counselling / EAP / Occupational Health • Ask for help. Be open to support and take positive steps • Practice some self-help treatments. What works for you? • Be mindful, give your brain some space to recover • Focus on getting enough sleep, exercising, eating well and meeting with friends/family • Go to see your GP - Talking treatments / medication • Referral to mental health services (inc Primary Care & Wellbeing Service)

31. Lead by example

32. Support your staff (1)

33. Support your staff (2)

34. Talking to a colleague - summary

35. You can protect your business • The savings from a mental wellbeing strategy could be over £300 a year for every employee in the workforce (Sainsbury Centre for Mental Health). • ‘Between 2011 and 2012 our mental health absence rates fell by 65% and in 2013 we have seen a further decline of 19%’ (Boley Smillie, CEO, Guernsey Post) • ‘Our work with Guernsey Mind to develop a mental health strategy in 2013 and 2014 returned 6,750 days to business operations, that’s half a day for every employee’ (Ian Wade, HMRC)

36. Do you have a wellbeing culture? Consider a mental health audit. Ask staff how supported they feel What can you do now? for example….. Implement initiatives that support wellbeing such as health eating, social opportunities and exercise Offer additional training to highlight signs and symptoms of poor mental health and how and where to get support, both inside and outside work Review your organisation’s policies. Ask for suggestions for improvements and involve staff in design

37. Deloitte – ‘This is me’ https://www.youtube.com/watch?v=ceNpskozIqw&feature=youtu.be

38. Contact Details: • E: jo.cottell@guernseymind.org.gg • T: 722959 • W:www.guernseymind.org.gg • Follow us on Facebook and Twitter

39. Your Personal Brand David Kentish

40. Aims and objectives To recognise the importance of developing your personal brand At the end of this session you will be able to: • Identify what a personal brand is both personally and on a professional level • Recognise the positive (or negative) impact your personal brand can have on your future • Understand how you can start working on your brand

41. Strong Personal Brands

42. Successful Brands

43. Well known brand – Done well

44. Well known brand – Not so well

45. Then and now • The world has changed • Understand why this matters

46. The reasons for having a ‘Brand of You’ • Create the right impressions and impact • Articulate who you are and what you stand for • Link your abilities to match your character • Recognise the key aspects you want to develop • Identify your strengths and what you bring to the party • Stand out from the others

47. ‘The Brand of You’

48. Creating or developing your brand • Creating your personal brand • Developing your personal brand

49. The seventies ‘Brand of Dave’

50. Promoting your brand online • Social media sites • Business networking sites