Can the well-being of team members and their efficacy be positively improved by utilizing practices supported by the latest research?

Identifying a solution to this issue is exceptionally important for leaders because stressed out teams with negative feelings cause diminished output, says Stuart Hayes, a Melbourne based Leadership consultant.

To understand even more in regard to this we spoke with Hayes, about how to harmonize productivity with well-being in corporate situations.

First of all leaders need to consider five key areas impacted by tension in the workplace Vs the end results imaginable if wellbeing is in, says Hayes:

1st: Staff Efficacy

Stress and also bad emotions results in workers focus being diverted and impaired psychological clarity, whereas more satisfied team members have minds that are clearer and are a lot more switched on, purposeful as well as innovative;

2nd: Company Morale

Stress and bad feelings bring about challenges with turnover … contrast this with more satisfied personnel , who feel more ‘connected’ to both their business as well as their colleagues, and this means they have the tendency to stay longer;

3rd: Alignment to Strategy or Adjustment Efforts

Tense or antagonistic employees are both unlikely to affiliate themselves with the teams course of action and at the same time more prone to reject changes. Whereas forward-looking and happy personnel are creative, interested, instigate advancements and also are usually much more welcoming of both the present strategy as well as any necessary development.

4th: Company Wellbeing

Strain as well as negative emotions have been known to bring about dis-ease. Whereas happier men and women are both much healthier and have appreciation for the things they do;

5th: The Effect on Your Brand Name

Stress and bad feelings may cause team members to be resentful and decrease their level of commitment to customer service. In contrast more satisfied team members connect far better with customers and are much better advocates of their brand name.

Then what’s the answer to lowering stress and elevating efficacy…
To aid staff members to address anxiety and stress and also to achieve advances of the kind detailed above, businesses are utilizing work environment wellbeing resources, keep in mind though, not all of these resources work or convert into production improvements.

“Getting enduring improvements in both efficiency as well as well-being needs a whole lot more contemplation than simply enabling a little job versatility, supplying a gym membership or bringing in someone to lecture on well-being. These are pretty much ‘box ticking’ initiatives and are never going to deliver the goods. In fact it is this “box-ticking” mentality that is the most common cause why wellness programs often fail, says Hayes.

“If you stop for a moment and consider it, achieving long-term changes for the better in any specific aspect of life requires an assessment of precisely what is going on now, making a deliberate long-term choice to transform it, and after that initiating a very focused as well as systematic campaign.”

Hayes is keen to stress that encouraging teams to amplify their enjoyment and experience of their job and the results they accomplish from their job is in fact, the same thing.

He continues:

“The aim should never be the development of a health and wellbeing scheme in isolation. Instead, it should be the formulation of a distinct culture where accountability as well as well-being are the basis. What this signifies is that we take responsibility for transforming the way our team react to tension as well as negative feelings, altering the way our team connects and interacts with each other, and also seeing to it every person is naturally aligned to the team’s greater objectives, all at the same time. This is the backbone of an excellent culture, including why leaders ought to perceive themselves, above any other thing, as guardians of the culture.”

Recent Studies: As is widely reported, mindfulness is being successfully utilised by a multitude of organizations in order to help team members accept and more effectively handle situations, tension as well as undesirable feelings.

What hasn’t been made as well known, however, is that our mind and heart continuously interface with each other, that our heart can be used to help change a person’s feelings from negative to positive, or that the heart’s field has a measurable impression on the feelings and mood of other people near us. This personifies the front line of human resource development and leadership.

“In a number of ways it’s quite funny, considering we all have a heart, all of us have a mind, and were all familiar with these ideas naturally, however the growing emergence of research studies that reveals that our heart and mind work together is amazing,” Hayes states.

He also asks leaders to consider these following points:

1st: When connecting with a good leader, a person’s brainwaves will actually ‘synchronise’ with the leader, an outcome that does not transpire when the same individual has a conversation with, for example, other members of their staff. The effect of this boosts team engagement.

2nd: Both the mind and the heart each emit an electromagnetic field that is able to be assessed away from the body, but interestingly, the heart’s electromagnetic radius is considerably more powerful.

3rd: The dimension of the heart’s field varies, in connection with the person’s emotional state, and finally

4th: The heart can be engaged in particular ways that measurably turn around the effect of unfavorable emotions both within a person as well as within those people near them, creating transformations in both people. We call this “Bridging the Heart and Mind.”

Anybody involved in leading a team under stress, or any person needing to incorporate changes in a firm, or would simply like to attain high performance results in simpler ways, will certainly profit from a 1 day accelerated leadership event we run called Leading to Improve Performance and Well-Being.

The workshop coaches people in methods that are practical for leaders operating in very competitive and high pressure settings to attain bona fide progress in the frequently opposing spheres of group wellbeing and group efficiency, by utilizing some of the leading edge understandings into personnel improvement where they correspond to management roles. To find out more check out Stuart Hayes Leadership.