Tiny Experiments and Reframing

Photo by vigor poodo on Unsplash

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There comes a point for nearly everyone when we might get stuck in a rut, in either our professional or personal lives, or, even harder, both. Sometimes we need something to shake us out of that rut or to help us find a new path. That’s where the idea of Tiny Experiments comes in.

Anne-Laure Le Cunff is a neuroscientist, author and former high-level Google employee. Her latest book, Tiny Experiments, and her regular newsletter offer just the inspiration we might need. Her most recent article, entitled The Art of Seeing Things Differently, is worth exploring in more depth, but before that, let’s have a brief overview of Le Cunff’s work and ideas more generally.

Le Cunff runs Ness Labs, which she calls a “playground for curiosity”. The “Ness” comes not from, say, the Loch Ness monster but in fact from the suffix “ness”. Le Cunff references awareness, consciousness, and mindfulness, but we could add many others, including resourcefulness, happiness, healthfulness, kindness, and so on. Part of the concept behind Ness Labs is that we lose some of our natural curiosity and playfulness (another “ness” word!) as we get older, and this negatively affects how we feel about ourselves, our lives and our work. If we can attempt to view things in new and different ways and if we can try out new approaches, activities and ways of thinking and being, we might find ourselves feeling better and actually being more successful at work.

In Tiny Experiments, Le Cunff describes how she gave up her well paid, very respected job at the massive and influential corporation that is Google and wanted to bring back creativity into her life and to challenge herself. Her main idea is that people should make a small pact with themselves and to just show up for themselves, without causing additional stress. It’s a way to try out new activities without pressuring themselves to make it a permanent habit or part of their life. So someone decides, “I will do X for Y [days or weeks].” This could mean, “I will take a salsa class once a week for three months” or “I will meditate for ten minutes every morning before I get out of bed for eight weeks” or “I will spend one hour each Sunday afternoon researching other job options” or “I will invite a different colleague for coffee each month for a year so I can learn more about what other people in my company do”, or whatever else it might be. It’s pretty low-risk, unlike, say, a New Year’s resolution or a firm decision to “get in shape” or “find a new job” or “network more” and so on. People can then see how it goes. After the period has ended, they can either continue the activity, stop it, or change it in some way; Le Cunff refers to this as persist, pause, or pivot. For instance, a person might decide they liked salsa dancing and wanted to continue, or they might find they’d rather try tap lessons, or they might feel that dancing isn’t for them after all and they’d rather try knitting. That’s it. It’s simply a way to try new things.

 

Written by Dr B.J. Woodstein (Research Associate, PILAA)

To read the full article, you must be a PILAA Member.

It’s time for a break: sports, feelings and the right to mental health wellbeing

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Last month Luke Humphries the world number one Darts player, came out stating on X that he would no longer share his feelings in public.

“Considering the comments and people not understanding what I meant, it will be the last time I ever confess my real feelings to the public.” Humphries statement which you could sense was born out of frustration and upset, came in response to him openly discussing the state of his mental health a day before on Sky Sports. In his interview he had been speaking about his work becoming a “chore”, despite winning in the second round of the International Darts Open, against fellow player Dirk van Duijvenbode. As a result, he needed a break to protect his mental wellbeing. His honest revelation was met with some backlash on social media, to the tune of him not being able to complain given how much he got paid.

Such a response towards Humphries takes us backwards in cultivating environments where it’s okay to speak out, especially post-pandemic where people were encouraged to open up regarding their mental health and wellbeing, and where men historically have been stigmatised for talking about their emotions. This conversation however is not just about men’s mental health, and nor is it about just Humphries and other sportspersons alike, however using his experience opens us up to a conversation around how organisations, or different workplace cultures can foster effective employee productivity, and why it matters.

In fact, it was Dr Linda Duffy, the chartered psychologist and former England darts captain said in support of Humphries opening up, that the Professional Darts Corporation (PDC) and the Professional Darts Players Association’s (PDPA), must look after players, otherwise they will suffer from burnout, especially as the sport in this new era becomes more ambitious.

Delving deeper into Humphries statement, the main issue he seemed to be referring to, was around the increased number of matches that he had to play. As a result, playing had become monotonous:

 

“I’m playing too much.

I need to give something away, I need a break.

It’s no good for my mental state.”

 

His account sems to hint to the joy of work being removed from what he was doing, and this understanding had been lost, I believe, in translation. It was Mark Twain who famously said “find a job you enjoy doing, and you will never have to work a day in your life.” 

 

Written by Dr Ope Lori

 

To read the full article, you must be a PILAA Member.

Handling the darker days

 

Now that we’re really heading towards winter in the northern hemisphere, the days are feeling shorter and darker and everything seems a bit grey and gloomy. In Denmark, they talk about the concept of hygge, and in Sweden, there’s mysig; both concepts basically refer to being cosy and comfy at home, wearing thick socks in front of a fire place, having some tea or mulled wine, reading books or playing board games by the light of a fragrant candle, and snuggling up with those you love. That’s great for the evenings and weekends, but how can you apply those ideas to work? And in general, how should we cope with the winter, when so many people tend to feel lower in mood and when it’s harder to get the vitamin D, fresh air and exercise we need?

A recent article in The Telegraph had a number of suggestions for staying healthy in the darker, colder months. Among other things, Sophie Goddard’s piece recommends that people sit by the window – whether at work or at home or while on a bus or train – so they get sunlight, and that they take some time to get outdoors during the day. It’s believed that that getting vitamin D earlier in the day promotes good sleep as well as mental well-being, so even if it’s chilly, bundle up well and go for a quick stroll. (Having a dog or a child is very useful for this, because you really have no choice but to take them out for fresh air and movement.) Anything you can do to make the most of the few moments or hours of sunlight that we get during the winter months here is well worth it.

The article also mentions that mushrooms are a good source of vitamin D and that leafy greens are very healthy, adding a burst of flavour and nutrition in the winter, so try to cook with them where possible. Stews, soups, pasta dishes or stir-fries are excellent ways of enjoying mushrooms and greens. Goddard also writes about the importance of taking your time with your meals, and not wolfing them down. Savour them and let your body digest, while having nice conversations with family and friends.

Another thing that Goddard notes in the article is that shoes bring in a lot of bacteria and that leaving shoes by the front door is one way to keep the germs from spreading. If you don’t already have a Scandi-style “no shoes” rule at home or a Japanese approach, where you slip into slippers upon arriving home, you could consider that. We are already more likely to get germs in the winter, because of being trapped with other people in enclosed areas with the windows shut, so anything we can do to reduce the likelihood of spreading bacteria is worth looking into.

 

Written by B.J Woodstein, PhD

To read the full article, you must be a PILAA Member.

 

 

How to support employees and colleagues during the current riots and national unrest

Many of us are currently waking up to the recent spate of riots and national unrest, following the loss of three young girls, who were fatally stabbed in Southport on the 29th of July. We have seen the community of Southport coming together, holding vigils to remember the young girls and the other children and adults who were attacked in the incident.

Sadly, we have also seen in the last week, rioters using this occasion to stoke up national unrest and unacceptable acts of hate and violence, targeting migrants, immigrants, ethnic minorities and Muslim communities in particular, with anyone else, who might be perceived as belonging to these groups. We know that the impact of these acts of xenophobia, islamophobia and racism, are indiscriminate, and many communities are being affected.

You are likely to have Muslim or colleagues from ethnic minorities, friends and relatives who will be experiencing strong emotions about the current state of affairs, or who will be feeling anxious, or frightened. You may have colleagues from any background working or living in communities where riots are taking place, feeling worried about their safety. How can you best support them at this difficult time?

The most important thing to remember – whether for this conflict or any others – is that it’s better to say something than to ignore the situation. Don’t worry about getting it wrong; showing people you care and that you’re there is what matters.

  • Acknowledge what is going on and avoid not stating some of the issues at play. For example, we know that the rioters are targeting migrants, immigrants, ethnic minorities and Muslim communities in particular, with anyone else, who might be read as belonging to these groups. You could perhaps mention it in your weekly newsletter or in your next meeting. You don’t have to offer any opinions – and you probably shouldn’t – but just say you’re aware that it’s happening and that it could be impacting on colleagues. Remind them that you’re there if anyone wants to talk.
  • We have seen scenes of people being attacked, neighbours’ buildings and businesses being swept into the roads of chaos. You could write specific colleagues who you know have friends or family who have been caught up in the events. You could send an email or a text message that says something like, “I just wanted you to know I’m thinking of you at what might be a challenging time for you. You don’t need to reply, but I’m here if you need anything.
  • Similarly, you can say something along those lines in a face-to-face conversation but be careful not to pressure them into talking about it, if they’re not up to it. Avoid any nosy questions, as you don’t need to know if someone has relatives in the areas being affected.
  • If people come to you to say they are struggling, consider whether you can reduce their workload or give them a personal day or two off.
  • Ensure you know what your workplace’s mental health policies are like and if there are any helplines, like your company’s Employee Assistance Programme (EAP) or healthcare professionals that your colleagues can contact if necessary.
  • Utilise staff networks/employee resource groups (ERGs) – can a safe space meeting be held for anyone effected or needing others to share their feelings with? Can you find ways to hold space for your colleagues in a compassionate way? Sometimes coming together to check in with your colleagues and speak about the best way of supporting your teams, with and amongst others can be healing and cathartic.
  • Consider whether your workplace can make a charitable donation to an organisation that is actively working towards tackling hate, islamophobia or racism. It can help people to know that a small, proactive step is being taken.
  • Make no assumptions about political views, and keep politics out of it, especially not while in the workplace. You don’t want to sow any discord among colleagues. Make work a friendly, safe space. Set up guidelines for conversation, if you feel that would be helpful.
  • Take care of yourself too. Even if you’re not from one of the communities or areas being currently effected, it can still be painful to keep up with the news. It’s okay, and often necessary, to take a break from reading or watching the latest updates.
  • If you are asked to facilitate a conversation on the topic and you don’t feel able to, it’s okay to say no.
  • Remind everyone that a little kindness goes a long way; the world is hard, and your workplace doesn’t need to make it any harder.

Our final word is to remind your teams that whilst the current state of affairs may seem depressing and frightening at times, that the situation will eventually pass. We must not forget the positive acts of seeing communities coming together, with people from all backgrounds, races, faiths and religions, helping and supporting each other so that the community spirit and love, prevails over hate and division. – It is also important to not lose sight of remembering the three young girls who lost their lives and to commemorate them.

We need to keep working, and sometimes may even find it helpful to keep our heads busy. At the same time, remember that we are humans with feelings, so it is important to show awareness of what’s going on, and how it might be affecting your people.

The Team at PILAA