Working Well Beings

In this episode, Matt interviews Jo Wainwright, Head of People Development at Card Factory. They discuss Jo's broad role, which includes diversity, equality, and inclusion, well-being, leadership development, and sustainability. They explore the importance of personal accountability and collective responsibility in creating a culture of well-being within an organization. Jo emphasizes the significance of listening and building relationships in driving behavior change. They also touch on the need for acceptance and psychological safety to facilitate long-term change. The conversation covers topics such as the importance of addressing psychosocial risk factors in well-being sessions, the power of acceptance in emotional regulation, the impact of public speaking and perfectionism on well-being, the role of coaching in organizational development, and the value of experimentation and long-term vision in creating positive change. Key Takeaways A broad role in well-being leadership allows for a holistic approach to creating a culture of well-being within an organization. Personal accountability and collective responsibility are essential in driving well-being initiatives. Listening and building relationships are key skills for well-being leaders. Long-term behaviour change requires acceptance and psychological safety. Creating a psychologically safe environment allows individuals and teams to reflect on their current practices and make positive changes. Addressing psychosocial risk factors is crucial in well-being sessions to provide a space for individuals to offload and discuss their stressors before focusing on mindfulness and other well-being practices. Acceptance plays a key role in emotional regulation, allowing individuals to acknowledge and accept their emotions rather than resisting or suppressing them. Public speaking can be a source of fear and anxiety, but through acceptance and vulnerability, individuals can overcome their fears and become more confident speakers. Coaching approaches can be applied to organizational development, using similar skills and techniques to facilitate behavior change and create positive shifts in culture. Experimentation and a long-term view are essential in creating lasting change within organizations, as it takes time to see the impact of initiatives and strategies.

Helen Payne explores human sustainability and its role in organisational wellbeing, emphasising leadership's responsibility in supporting mental health as a business issue, not just an HR concern. She addresses generational differences, the impact of work culture on health, and the need for organisational accountability. Helen shares personal insights, highlighting collaboration and dialogue as key to driving meaningful change.

In this conversation, Cate Kalson discuss the critical role of well-being in the workplace, emphasizing the need for strategic approaches to integrate well-being into organizational culture. She explores the importance of community for well-being leaders, the evolving language surrounding well-being, and the integration of well-being with skills development. Additionally, they address career tracks that allow for individual contributions without mandatory people management responsibilities, and the essential skills required for effective people leadership.

In this conversation, Clare Fernandez, Chief Medical Officer at the BBC, discusses her journey from being a medical doctor to specializing in occupational medicine and workplace well-being. She emphasizes the importance of understanding the interaction between health and the workplace, the challenges of scaling well-being initiatives in large organizations, and the need for a biopsychosocial approach to health. Clare also shares insights on the role of AI in workplace well-being and her personal practices for maintaining her own well-being.

In this conversation, Kris Ambler discusses the importance of workplace counselling and mental health support, particularly in the context of the COVID-19 pandemic. He highlights the role of AI in mental health, the progress made in reducing stigma around therapy, and the need for holistic wellbeing strategies in organizations. Ambler emphasizes the importance of addressing mental health issues early and the necessity of providing support for young people, advocating for school-based counselling.

In this conversation, Thomas Duncan Bell, known as the Bipolar Businessman, shares his journey of advocating for mental health in the workplace. He discusses the importance of human connection, vulnerability in leadership, and the need for businesses to invest in employee wellbeing. Bell emphasizes the significance of storytelling in mental health advocacy and the role of neurodiversity in creating a more inclusive and productive work environment. He challenges traditional business practices and calls for a shift towards a more humanistic approach in organizations.

In this conversation, Katie Neeves shares her personal journey of coming out as a transgender woman and her passion for diversity and inclusion (D&I). She discusses the challenges she faced, the importance of positivity in trans awareness, and how storytelling can be a powerful tool for education. Katie emphasizes the need for authentic voices in D&I discussions and the ongoing challenges within the industry, while also highlighting the global perspectives on trans issues.

Petra Bonus Podcast In this conversation, Petra Velzeboer discusses the importance of creating mentally healthy cultures within organizations, emphasizing the role of courageous leadership and community in fostering wellbeing. She highlights the need for accountability and self-care, while also addressing the challenges of remote work and the impact of technology on human connection. Petra advocates for open conversations about mental health and encourages individuals to take responsibility for their wellbeing, ultimately aiming to shift workplace culture towards a more supportive and inclusive environment.

In this conversation, Jack De Haugue, founder of NeuroPool, discusses the importance of humanizing the workplace and creating equitable employment opportunities for neurodivergent individuals, particularly those with autism and ADHD. He shares insights on the challenges faced in recruitment and retention, the significance of early intervention, and the mental health implications of unemployment. Jack emphasizes the need for companies to genuinely engage with neurodiversity initiatives and offers advice for those who may be undiagnosed but suspect they are neurodivergent.

In this conversation, Geoff McDonald discusses the evolution of the Working Well community and the importance of mental health in the workplace. He shares his personal journey from working at Unilever to advocating for mental health awareness and the need for organizations to create environments where employees feel safe to discuss their mental health. The conversation emphasizes the power of storytelling in normalizing mental health discussions and the necessity of shifting focus from individual well-being to organizational culture. Geoff also highlights the importance of effective measurement of employee well-being and shares his personal well-being practices through the CANDO approach.