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TotalWellbeing: November 2020

Nic Mckane — Mon, 02 Nov 2020 17:00:00 +0000

	Find the Joy!
*“Let your joy be in your journey—not in some distant goal.” — Tim Cook* Welcome to the November 2020 edition of *TotalWellbeing*, your guide to the 8 dimensions of wellbeing. This month we will be talking about finding joy and appreciating the little things. With the pandemic, politics, and everything else going on it is easy to dwell on the bad stuff, however it’s important to understand that while we don’t have control over all the negativity, we do have control over how we choose to react and feel about things. To help you control your emotions and find joy every day, try focusing on the positive and let the negative move on. You can’t stop the bad, so it is a waste of your energy to try. Instead pick out the good things in your life and focus on those! See our resources below for more tips and resources on staying positive. Don’t forget, November is National Alzheimer’s and Dementia Awareness Month and is an extremely important month if you are one of the many caregivers that are currently caring for someone with Alzheimer’s or dementia, or if you have a loved one that is living with dementia. The good news is that there are resources out there to help you as well as promising progress on treatments, diagnostic capabilities, and even a potential cure. Take a look at the latest update from our resident Alzheimer’s/dementia expert JJ Jordan here, and if you or someone you love is either a caregiver or is impacted by Alzheimer’s/dementia in some way, please call MINES today to get connected to caregiver support resources, trainings, and more. As a quick reminder, your online portal, PersonalAdvantage, also has helpful resources, tips, and resources on happiness, joy, and emotional wellbeing. Please log on today for articles, self-help tools, health assessments, and more. To your total wellbeing, The MINES Team Looking at Happiness as a Choice Are you a person who can act on tough questions? Questions like: What am I grateful for? What choices do I have? What actions can I take to improve my life? What are my primary strengths? How can I live a more balanced life? People who can act on these questions likely also describe themselves as happy. “Happiness is neither a mood nor an emotion. Mood is a biochemical condition, and emotions are transitory feelings,” says Dan Baker, Ph.D., director of the Life Enhancement Program at Canyon Ranch in Tucson, Ariz., and author of What Happy People Know. “Happiness is a way of life, an overriding outlook composed of qualities like love, optimism, courage, and a sense of freedom. It’s not something that changes every time your situation changes.” Read the full article here. If you or someone you know would like more advice or coaching around finding joy, increasing work/life balance, managing stress, or anything else related to your happiness and wellbeing, remember that Your Employee Assistance Program is here to help. In addition to free and confidential counseling, you have access to wellness coaching and resources as well. Call us at 1-800-873-7138 to get connected right away. Also, PersonalAdvantage has a ton of great resources and FREE webinars.
*Mastering the Principles of Positive Thinking* Believe in yourself – A sense of inadequacy can prevent you from achieving your goals, but self-confidence can lead to self-realization and achievement. Make a list of all your good points if you have lost confidence in your ability to succeed. Reaffirming your assets will help you overcome your doubts. Use your mind to restore your energy – How you think has a profound effect on how you feel physically. If your mind tells you you’re tired, your body will accept it as fact and be fatigued. You can maintain your energy level indefinitely if your mind is intensely interested in what you are doing. Create your own happiness – You have two choices when you get up in the morning: to be happy or unhappy. Choose to be happy by telling yourself that life is good, things are going well, you can handle all your problems and you’re grateful for all you have and will have. Expect the best, not the worst – You release a force in your mind that promotes positive results when you expect the best. Don’t believe in defeat – Make your mind more positive by eliminating negative expressions in thought and speech. Statements such as “I can’t do that” and “I’m afraid I’ll fail” clutter your mind and condition it to expect negative results. Speak and think positively about every situation. Break the worry habit – Several times a day, use your imagination to empty your mind of anxiety and fear. Picture all your worries flowing out of you, just as water empties from a sink when the stopper is removed. When all your worries are gone, fill your mind with faith, hope, courage, and positive expectations. In time, you’ll find yourself worrying less. Practicing silence is also effective – Sit in a quiet place for 15 minutes. Don’t read, write or speak. Think peaceful thoughts, meditate, or pray. Replace irritation, anger, and hate – Deal with hurtful situations or misunderstandings immediately. Seek out the person involved and strive to resolve your differences. To cool an angry response, reverse your body’s natural reactions by unclenching your fists and lowering your voice. Maintain a positive, optimistic attitude – Instead of letting life’s difficulties get you down, keep your mind open and responsive to new ideas, exercise initiative and resourcefulness when dealing with challenges, and use your creativity and good judgment when solving problems. Remember, your Employee Assistance Program is here to help you reach your positive thinking goals. This includes counseling, self-help tools, wellness coaching, and more. If you need additional information, or to access services, please call MINES and Associates at 1-800-873-7138 today.
*Question of the Month* What is one activity that you used to do for fun or find joy in that you no longer get to do? Why are you unable to enjoy this activity any longer? What is stopping you from building time back into your life for this hobby/activity?
If you or a member of your household needs assistance or guidance on any of these wellbeing topics, please call MINES & Associates, your EAP, today for free, confidential, 24/7 assistance at 800.873.7138.
This Month’s Focus Free Webinar: Reclaim Your Joy MINESblog: New to TW? Check out our past Blogs! National Alzheimer’s Awareness Update Back to School During the Pandemic Important Links COVID19 Resource Page Visit our BLOG MINES and Associates Current Training Catalog Balanced Living Magazine LinkedIn MINES Archives Contact Us Email MINES
		MINES does not warrant the materials (Audio, Video, Text, Applications, or any other form of media or links) included in this communication have any connection to MINES & Associates, nor does MINES seek to endorse any entity by including these materials in this communication. MINES accepts no liability for the consequences of any actions taken on the basis of the information provided herein, nor any additional content that may be made available through any third-party site. We found them helpful, and hope you do too!

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TotalWellbeing: October 2020

Nic Mckane — Thu, 01 Oct 2020 16:15:28 +0000

	Smart Saving
*“Never spend your money before you have it.” – Thomas Jefferson* Welcome to the October 2020 edition of *TotalWellbeing, your guide to the 8 dimensions of wellbeing. This month we will be looking at smart saving and ways to manage your money. This is an important topic to pretty much everyone and with current economic uncertainty, it is as crucial as ever to save money and plan for the unexpected. Check out the resources below for savings options, pros and cons of various ways to save, and 10 money resolutions you can make right now to help secure your financial wellbeing. Also, October is National Substance Abuse Awareness Month. A recent study from Mental Health American showed that while the number of adults and youths struggling with substance abuse and addiction has dropped, still nearly 8% of Americans have some sort of substance abuse issue. That is still over 26 million people that are struggling. If you know someone that is dealing with substance abuse, you are in need of resources yourself, or would just like to talk to an expert about concerns or resources that may be available, please call MINES today. As a quick reminder, your online portal, PersonalAdvantage, also has helpful resources and tips and resources on financial issues as well as substance abuse. Please log on today for articles, self-help tools, health assessments, and more. To your total wellbeing, The MINES Team Safe Money: Weighing Savings Options in a Low-Interest Rate Environment Keeping money in an account whose interest rate hovers below 1% may not hold much appeal in a world where return on investment is king and memories of much higher rates linger. But even amid the current prolonged period of exceedingly low-interest rates, there are compelling reasons for consumers to keep cash in a vehicle such as a savings account, money market account, or certificate of deposit (CD). Which savings environment is right for you? Here is a look at some of the options: Online high-yield savings account.* Today the savings accounts with the highest rates — sometimes 1% or perhaps a tick above — are often found online. “Online savings accounts end up being the best solution in many cases,” says O’Kurley. However, be aware that these accounts come with moving parts. Some carry attractive initial rates that quickly revert to less attractive lower rates. Others couple a relatively high-interest rate with a higher minimum balance. Given these distinctions, it pays to spend some time comparison-shopping, with www.bankrate.com a good place to start. Savings account from a brick-and-mortar bank. People who prefer to do their banking offline, person-to-person, may prefer to open a savings account at a local bank. They’ll likely earn a lower interest rate as a result. Certificate of deposit. Gone are the days when interest rates for short-term three-month or six-month CDs consistently and substantially exceeded those of traditional savings accounts. These days, securing a higher interest rate with a CD often means committing to keeping money in the account longer-term — for one, three, or even five years. Thus CDs limit flexibility, as the extra return they provide can be quickly erased by penalties for early withdrawal. The trade-off — sacrificing accessibility to that cash simply to earn a little extra money in interest — often isn’t worth it, O’Kurley says. “CDs are what they have always been: FDIC-insured accounts you get from a brick-and-mortar bank. But you’ll give up liquidity to get one.” Parking money in a CD for several years also comes with interest rate risk. Should interest rates rise, a lower rate would still apply to the money inside the CD, precluding the CD owner from earning a higher rate on that money. People who are willing to live with that risk while sacrificing a measure of liquidity with a CD can comparison-shop at www.bankrate.com. Checking account. While most checking accounts are FDIC-insured and some pay interest, not only do their interest rates rarely match those of savings accounts (particularly online savings accounts), they also may come with a range of restrictions and requirements, including minimum initial deposits, transactions fees, and other costs that can add up quickly. For those reasons, checking accounts typically are better suited to house money you intend to spend, not save. Money market account. As with CDs, money market accounts no longer hold much of an interest rate edge over savings accounts, which is why O’Kurley says he rarely recommends them to clients. While they could regain that edge when interest rates bounce higher, there’s no telling when that may happen. Still, because most money market accounts are FDIC-insured, as modest as their interest rates are, they remain a viable, if lower-yielding, option for stowing “safe money.” Read the full article here. If you or someone you know would like more advice or coaching around financial matters including budgeting, saving, and debt management, remember that Your Employee Assistance Program is here to help. In addition to free and confidential counseling, you have access to financial coaching and resources as well. Call us at 1-800-873-7138 to get connected right away. Also, PersonalAdvantage has a ton of great resources and FREE webinars.
*10 Money Resolutions* Get (or recommit to following) a financial plan. If you have big goals, like buying a home or retiring on your own terms, having a financial plan puts you in a much better position to attain them. Establish (or rededicate yourself to following) a household savings and spending plan. Having a firm grasp of what you take in and what you spend each month is key to controlling your own financial destiny. Save (or save more) for retirement. The numbers are daunting: members of Generations X and Y likely will need a nest egg of $2 million to $3 million to live comfortably during retirement. Save (or save more) for a child’s education. With college tuition costs continuing to skyrocket, it’s never too early for parents (and grandparents) to create (or increase their funding of) a college savings plan, such as a tax-favored 529 plan. Establish (or add to) an emergency fund. Prepare yourself for life’s unexpected twists — job loss, a health crisis — with a savings account in which you set aside funds to cover the financial burden of unforeseen events. Get insurance to better protect assets and loved ones. A relatively modest investment in an insurance policy can afford you and your loved ones much-needed protection in the case of disability, death and other circumstances that can financially decimate a family. Rely less on credit cards in order to reduce debt. A high level of debt can wreak havoc on a person’s finances. Make (or update) beneficiary designations. You want the money you’ve put into assets such as life insurance policies, retirement accounts and annuity contracts to land in the right hands when you die. Talk to a tax adviser about ways to lessen the tax burden. One hour spent with an accountant or tax expert can yield significant savings on your tax tab. Take stock of your investment portfolio. A diversified investment portfolio is a must for protecting your nest egg. Read More Remember, your Employee Assistance Program is here to help you reach financial goals. This includes financial counseling, self-help tools and calculators, and free 30-minute consults on financial matters. If you need additional information, or to access services, please call MINES and Associates at 1-800-873-7138 today.
*Question of the Month* Think of any reoccurring expenses that may be putting a strain on your finances. Perhaps subscriptions you no longer use, or streaming services that can be consolidated. What can you do to reduce or eliminate these expenses from your financial routine?
If you or a member of your household needs assistance or guidance on any of these wellbeing topics, please call MINES & Associates, your EAP, today for free, confidential, 24/7 assistance at 800.873.7138.
This Month’s Focus Free Webinar: Saving for the Future MINESblog: New to TW? Check out our past Blogs! Are There Potentially Positive Outcomes from COVID-19? Back to School During the Pandemic Important Links COVID19 Resource Page Visit our BLOG MINES and Associates Current Training Catalog Balanced Living Magazine LinkedIn MINES Archives Contact Us Email MINES
		MINES does not warrant the materials (Audio, Video, Text, Applications, or any other form of media or links) included in this communication have any connection to MINES & Associates, nor does MINES seek to endorse any entity by including these materials in this communication. MINES accepts no liability for the consequences of any actions taken on the basis of the information provided herein, nor any additional content that may be made available through any third-party site. We found them helpful, and hope you do too!

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Guest Article: Are There Potentially Positive Outcomes from COVID-19?

Nic Mckane — Mon, 24 Aug 2020 21:54:54 +0000

In dealing with COVID on a daily basis and continually bemoaning its effects on us as individuals and a society, we wistfully anticipate a return to “normal,” though arguably a normal that will be noticeably different than our past. What we miss is that it may be worth considering the potential positive impact of COVID.

One of the largest impacts may be felt in the mental health field. We know that COVID has increased the incidence and intensity of anxiety and depression.¹ Clearly that burdens the current mental health care system. However, it also means that many more people are becoming aware of the realities of mental health issues.

While we know that 1 in 6 people experience a mental health condition in their lifetime, we now have far more people experiencing an acute episode exacerbated by the pandemic, and many more family members and friends also impacted by loved ones, finding themselves also learning how to provide support. This is working to heighten the awareness of mental health issues and may help to diminish stigmatization and accelerate a change in societal attitudes.

Moreover, COVID has had an impact on the delivery of psychological services: some therapists are offering tele-sessions. Though such sessions diminish some aspects of a complete sensory person-to-person office visit, they do have advantages, particularly seen with younger clients. While many find the office to be a stressful, formal environment, being at home may allow the client to be in a more familiar, comfortable space making it easier for them to open up. In addition, some therapists are reporting that seeing clients in a sliver of their home space may also give them glimpses into their world, through the setting and items displayed as meaningful to them. This can be particularly helpful for working with a more reserved or reticent individual.

COVID has challenged our normal means of socialization and maintaining interpersonal relationships. While this has increased the instances of domestic violence and stoked toxic relations, it has also been an opportunity for families to strengthen their bonds and rekindle their connections as they have been required to spend more time together. There are numerous anecdotes of parents and older children conversing more and thereby gaining a better understanding of each other as well as learning to enjoy each other’s company.

Parents are learning about social influencers and TikTok and how teenage angst, while still based on the same anxieties, has transformed since their time. Teens are learning that their parents actually can may understand more than they previously assumed, even though their experiences are different, and they may also find humor and insight into their own challenges from their parents’ experiences. The slowdown that COVID has demanded has allowed many people to discover pleasures at home they were not aware of or had forgotten, from cooking and sharing a meal, to movie night in, to gardening and looking at a starry night while listening to the howl of neighbors at 8 p.m. This experience has compelled us to rediscover and reimagine community.

Connections have definitely been redefined with technology playing a far larger role. We are quick to observe the deficiencies of virtual communication, but there are also advantages. Older adults have lagged behind this generation in technological savviness, but not only that, reticently testing and dipping into their primary modes of communication. Now, we are faced with learning to communicate by their primary modes, which result in increasing the technological competency of a greater part of society. This has a number of positive ramifications. First, virtual visits allow more people to speak to one another across vast geographical distances, and not only to speak but to see one each other. Grandparents and grandchildren living states apart can visit, letters to pen pals from different countries can be replaced by real time synchronous visits. Virtual connections may actually help older people, shut-ins, and those with chronic conditions to avoid feeling lonely and isolated. We have the possibility to connect more with those we love and those we know little about to better appreciate the lives of others who are different than our own.

We also know that COVID has forced dramatic changes to learning. First, it is important to distinguish between online and remote learning. Online learning, to professionals, means asynchronous lessons completed without real time interaction. It allows for widespread dissemination and is less appealing to students as it is less interactive, more passive form of learning. Remote learning engages teachers and students in real time. All students do not have access to the technology needs for successful remote or online learning; however, in the twenty-first century, that access is becoming more fundamental to student success since technological skill is also significant in employability. Given that we will need to address that need, consider how learning is being innovated. In remote teaching (as well as business), teachers and presenters can share far more material of their own design and from around the world through the enormous “library” of the web. Moreover, teachers and students become more skilled in multi-media forms of communication which also enhances their critical thinking skills.

Crisis often propels innovation, and at this time that is particularly true on the technological front. We face security concerns and a diminishing of in-person interactions, but there is also much to be gained from the expansion of our abilities to connect to others throughout the world. It can be refreshing to take a moment to consider the potential fruits that can emerge from the current storm.

Reference:

Mental Health America. (2020, August 11). More Than A Quarter Million People Screened Positive For Depression, Anxiety Since Start Of The Pandemic.

Content provided by:

Prof. Colleen Donnelly

University Of Colorado – English and Health Humanities colleen.donnellly@ucdenver.edu

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Total Wellbeing: June 2018

Nic Mckane — Fri, 01 Jun 2018 18:10:31 +0000

Stress Management is key to your Occupational Wellbeing

Welcome to the June edition of TotalWellbeing, your guide to the 8 dimensions of wellbeing. This month we are going to take a look at occupational wellbeing with a focus on reducing stress in the workplace and things you can do to help yourself and your fellow employees maximize workplace satisfaction. If you missed us last month you can catch up on our newsletters page. As we make it through the year we will continue to emphasize the concept of community and look at how our actions affect our community, country, and in some cases the rest of the world.

To your total wellbeing,

The MINES Team

How Your Employer can support your Occupational Wellbeing

Occupational wellbeing is maximized by finding ways to increase your personal satisfaction and enrichment from your work. Your co-workers, supervisor, and employer are all key players that can help you increase your occupational wellbeing. The next time you talk to your supervisor whether it is during your 1:1 or during a review period, take a moment to discuss your stressors, your thoughts for improving your workplace, and what support you would like when it comes to your wellbeing. It may be as simple as finding a training for you to attend or redesigning your cubicle or it could be a more complex solution around how to reduce your scheduled meetings or giving you support from someone else to finish a task. No matter what would help improve your work-life and reduce stress, it is important to let those you work with know about how they can support you, and in turn, how you can support them. You never know when your idea might be the same thing that others have been thinking of will help improve the whole department’s wellbeing.

If you would like to talk to a counselor about these topics, please call us at 1-800-873-7138 to get connected right away. Also, PersonalAdvantage has some great tools and webinars this month to improve your knowledge around dealing with stress and maximizing your life by reducing worry. For more be sure to check out our “Stress/Health Connection” infographic.

Question of the Month

What is one thing you might be able to change that would help you do your job better and be happier doing it?

Quote of the Month

“Adopting the right attitude can convert a negative stress into a positive one.”

– Hans Seyle

MINES Updates/Community World View

If you don’t have a wellness committee, now is a great time to start. A wellness committee is a perfect place for these ideas to come to fruition and help give you the satisfaction and enriching your work life needs. There are a lot of ways a wellness committee can work, and if you ever need some ideas, MINES would be happy to help. Additionally we invite you to outreach Health Links to have them assist you with developing your program or give you advice on how to help improve your occupational wellbeing. Also consider gathering ideas about how your own employees reduce stress and share those ideas amongst everyone. Or check out any one of the great webinars, blogs, or infographics on our site to share with your co-workers and friends. Stress is universal and it is always good to discover new ways to deal with it.

If you or a member of your household needs assistance or guidance on any of these wellbeing topics, please call MINES & Associates, your EAP, today for free, confidential, 24/7 assistance at 800.873.7138.

MINES does not warrant the materials (Audio, Video, Text, Applications, or any other form of media or links) included in this communication have any connection to MINES & Associates, nor does MINES seek to endorse any entity by including these materials in this communication. MINES accepts no liability for the consequences of any actions taken on the basis of the information provided herein, nor any additional content that may be made available through any third-party site. We found them helpful, and hope you do too!

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Publication Update December 2017

Nic Mckane — Wed, 06 Dec 2017 19:39:34 +0000

Just a quick update.

Dr. Robert Mines (chairman and psychologist) and Dr. Dani Kimlinger (CEO) from the MINES Team were honored to contribute to an article by Bruce Shutan in this month’s issue of The Self-Insurer. The article is called Beyond Opioids and covers how EAPs, like MINES, and good benefit-plan design can help treat addictions and other substance use issues in an employee population as well as control overall health care spending.

The issue can be viewed here:

Check out other Self-Insurer publications here: https://goo.gl/2TjaUV

And check out other MINES publications here: www.minesandassociates.com/about_staff_publications.html

To your wellbeing,

The MINES Team

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International Day of Persons with Disabilities and the ADA: The Legal Side of Psychological Wellbeing at Work

Nic Mckane — Sun, 03 Dec 2017 18:20:39 +0000

December 3rd is International Day of Persons with Disabilities, and this year’s theme is “Transformation towards a sustainable and resilient society for all”. Transforming workplaces so that they foster resilience among all employees is a worthy goal – one that both MINES and I share with real passion.

Fortunately, most employers now generally understand the links between employee mental health, productivity, absenteeism, and turnover. This is real progress. Unfortunately, only 15% of supervisors and managers are actually trained in how to recognize and respond to employees who may be struggling. This is a problem that MINES and I are taking steps to remedy through our work with our clients and by offering training and consultations to supporters of campaigns like Colorado Mental Wellness Network’s Mental Health Equality at Work.

Employers do not generally associate the Americans with Disabilities Act and Family Medical Leave Act with psychological or mood-related conditions. This knowledge deficit can be problematic because more often than not an employee will reach a point of crisis before exploring potential job accommodations. By that time, it is often too late to save the employment relationship and everybody loses.

This common pattern of “waiting until a crisis” may partly explain the recent surge in depression-related employment discrimination claims filed with the EEOC. These filings increased by 56% between 2003 and 2013, and the EEOC issued written guidance for employees with mental health conditions, as well as their health care providers, for the first time in December 2016.2016

I train supervisors, managers, and HR staff in how to create psychologically healthy workplaces, how to use accommodations as everyday management tools, and how to comply with the ADA and FMLA. Managers are always happy to learn about low- or no-cost accommodation tools they can use right away, instead of making their employees wait for a crisis to occur before requesting them. And, they are relieved to learn that the ADA does not require the elimination of essential functions – a common yet erroneous assumption.

One of the areas I partner with MINES on is training supervisors how to have the early conversation with employees who may be struggling. This is a skill that does not come naturally to most of us – managers don’t want to pry, say the wrong thing, violate an employee’s privacy, play the role of therapist, or step over a legal line of which they’re unaware. MINES personnel have truly mastered this skill over the years.

Another exciting area of partnership with MINES is providing highly specialized mediation and case management services for the toughest ADA and/or FMLA cases involving mental health conditions. Most ADA requests are not challenging to manage. However, some cases are so complex they require the expertise of seasoned psychologists to provide case management guidance and support. Examples include rare diagnoses, some types of personality disorders, and difficulty in finding the right medication or treatment plan. MINES plays an indispensable role in guiding these cases to a sustainable path forward for both the employee and employer.

Lastly, MINES and I collaborate in providing outsourced disability and absence management services nationwide. When we take on this role for our clients, we are truly in the best position to transform workplaces to foster resilience among all employees.

In closing, I hope everyone will celebrate International Day of Persons with Disabilities with us, by taking proactive steps to accommodate employees at all levels of cognitive, emotional, and social functioning.

To Your Wellbeing,

Judge (Ret.) Mary McClatchey

MINES Consultant

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Total Wellbeing: April 2017

Nic Mckane — Mon, 03 Apr 2017 18:15:46 +0000

	April 2017: Physical Wellbeing and Grief/Loss
Get Involved! Welcome to the April issue of TotalWellbeing! If you have been following TotalWellbeing you know that every month we focus on one of the 8 Dimensions of Wellbeing. This month we will discuss the effects that grief and loss have on your physical wellbeing. At the same time, we will look at how your physical wellbeing can be a crucial step in successfully working through the stages of grief. Everyone experiences loss and grief differently, but regardless of how you process your loss, keeping up with your physical wellbeing is important. For a closer look at this month’s topic and helpful resources please check out *The Path* and *The Connection* below or check out our new infographic here! Next, make sure to catch up on your MINESblog reading because we covered a few important topics over the last month. Our founder, Dr. Robert Mines provided his perspective around eating disorder awareness week which was February 26 – March 4^th. Next, our team member Raena Chatwin explored how you can use imagination and exploration to find joy at work and in all that you do. And finally, to get primed for our talks about grief this month we put the spotlight on grief and the difference between healthy and unhealthy grieving. As always, for more information please check out the links to the left or hit the share button to send us a message. To be notified when we post more resources and articles make sure to subscribe to MINESblog. See you next month! To your total wellbeing, The MINES Team
The Path: from your Emotional Wellbeing to Managing change When you are feeling down, it can be hard to take the time to exercise or eat properly. However, it is even more important during this time to eat healthily and work out the stress so you can feel better. During exercise, you are given an opportunity process what you are going through and work through the emotions that come along. By focusing on your physical wellbeing during a time of grief and loss, you can ensure that you are not staying in bed and are sticking to your routine, which will actively lead you to be around others who can help you cope with the pain and suffering that comes with grieving a loss. Even if you don’t feel like doing much, try to exercise each day. Take care of your personal needs and eat healthy so that you have the strength to deal with your loss and your other daily responsibilities. This month check out this link to see some easy exercises you can do.
Tips for you: Focus on your physical wellbeing and use that as a tool and motivator while you are navigating the stages of grief. Choose to use your exercise time to reflect about your loss and what you can take away from this loss. Check out this webinar for more about grief and loss.
The Connection: Get Involved Wellbeing does not simply start and stop at the individual. Our community is connected to each of our own individual wellbeing in a huge way. When we are well we can better function within our community. We can help our fellow humans thrive, and in turn, when our community is prospering, it helps each of us reach our goals as individuals. So why not help our community so we can all thrive together? Each month we will strive to bring you resources that can help you enhance the wellbeing of those around you or get involved with important causes.
Community Wellbeing Resources: You probably know a co-worker, friend, or family member that is dealing with some type of grief. Take a moment to connect with them to see how you can support them through this time. Maybe even suggest taking the time to walk or work out with them to help their physical wellbeing at the same time. Or you consider running or walking in a marathon to support a cause and be around others who have or are struggling with their own grief and loss. Click here to find an activity near you! Don’t forget that PersonalAdvantage, an online benefit available through MINES, has tons of great resources for all the dimensions of wellbeing that we discuss here, along with some articles and assistance for Change Management. If you haven’t checked it out yet, or want to see what resources they have for this month’s topic check out the link below. You’ll need your company login, so make sure to get that from your employer or email us and we’ll be happy to provide that to you. Check Out PersonalAdvantage Here!
If you or a member of your household needs assistance or guidance on any of these wellbeing topics, please call MINES & Associates, your EAP, today for free, confidential, 24/7 assistance at 800.873.7138.

		MINES does not warrant the materials (Audio, Video, Text, Applications, or any other form of media or links) included in this communication have any connection to MINES & Associates, nor does MINES seek to endorse any entity by including these materials in this communication. MINES accepts no liability for the consequences of any actions taken on the basis of the information provided herein, nor any additional content that may be made available through any third-party site. We found them helpful, and hope you do too!

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Psychology of Performance #58: Curiosity and Knowledge

Nic Mckane — Mon, 22 Aug 2016 15:02:48 +0000

I just finished a thought provoking and assumption challenging book, Curiosity, by Ian Leslie. I hope you get a copy and read it in its entirety. This blog addresses some, and not all, of the important information presented in the book.

The tag line on the cover directly implies that performance is impacted by “the desire to know and why your future depends on it.”

Leslie describes three types of curiosity. “diversive curiosity” is the restless desire for the new and the next. Think scrolling through your cell phone apps such as facebook, twitter, emails, wordpress, and news feeds, while spending very little time on any one piece. The value of “diversive curiosity” is that it helps the exploring mind find the new and the undiscovered. Its ultimate value is helping us be curious enough to learn futher about a subject, to do a deeper investigationThe second type of curiosity is “epistemic curiosity.” It is a “quest for knowledge and understanding, it nourishes us. This deeper, more disciplined and effortful type of curiosity” is the focus of the book ( prologue, p.xx).

The third type of curiosity is “empathic curiosity.” This is “about the thoughts and feelings of other people. It is distinct from gossip or prurience, which we can think of as “diversive curiosity” about the superficial detail of others’ lives. You practice empathic curiosity when you genuinely try to put yourself in the shoes – and mind – of the person you are talking to, to see things from their perspective… (p.xxi).”

The relevance for psychology of performance in business is far reaching. Given the complexity of our business environments, advances in science and technology, and the exponential growth of knowledge. Organizations and individuals who are not curious will become obsolete or become further and further behind compared to those who embrace epistemic curiosity and life-long learning.

Leslie does us the same service Malcom Gladwell and other synthsis writers do by diving into the scientific literature behind the statements in the book. One area that is concerning is the role of core subject knowledge and the ability to be curious. Schools who teach process skills without content knowledge produce students who are less capable of the creative, cross-discipline insights and thinking required to solve the complex and diverse problems we are faced with. This body of research is counter to what has happened in many schools across the country. One has to have information in order to know whether one wants to be curious and learn more about it. Leslie’s handrail was “knowledge loves knowledge.”

He adds an interesting case study related to Disney and Pixar concerning then-CEO of Disney Michael Eisner and co-founder of Pixar, Steve Jobs. Leslie looks at an interesting quote from Jobs stating that as Pixar was the creative organization producing one money making film after another while Disney was the distributor, Eisner only spent a little over two hours at Pixar rather than learning how Pixar was doing what it did and taking it back to Disney. Finally, after Eisner and Jobs left, Disney bought Pixar. If someone is out-performing you as an organization or individually, being curious as to how they are doing that could be a good process to go through rather than avoiding it, resting on the status quo, or other reasons for not learning more.

Leslie discussed breadth versus depth in knowledge and the need for both. He uses the concept of a “foxhog” (p.152). “The fox knows many things, but the hedgehog knows one big thing” (p.151). A foxhog is one who combines deep knowledge of a specialty with broad understanding of other disciplines. Leslie also pays tribute to one of my favorite business people and writers, Charlie Munger, who is exemplary in his pursuit of knowledge outside of his field and in learning useful mental models from other disciplines. From a psychology of performance point of view, Charlie Munger and Warren Buffet have performed at high levels in their field for decades.

In order to improve your performance over your lifetime, be epistemically and empathically curious, be a lifelong learner, apply what you know, and take action!

Please have a day filled with loving kindness and extend compassion and sympathetic joy to everyone you meet.

Robert A. Mines, Ph.D., CEO & Psychologist

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Psychology of Performance #57: 2016 Olympics

Nic Mckane — Mon, 08 Aug 2016 17:50:00 +0000

The Olympics have officially opened! This is a wonderful opportunity to get an in-depth look at a number of psychology of performance variables and factors in addition to the sheer joy of seeing individuals and teams at their peak performance. Who could ever forget the USA Dream Team’s performance to win the gold in basketball? Rulon Garner’s gold medal win over Alexander Karelin in wrestling. Larelin was the defending gold medalist and had not lost in 13 years. Michael Phelps winning 18 gold medals and 22 medals over his Olympic career and coming back again this year. Historic moments such as Jesse Owens winning four gold medals in the 1936 games in Berlin. This was when Nazi Germany saw him as a lesser human being because of the color of his skin. Ethiopian runner, Abebe Bikila, won the marathon gold in 1960, barefoot. Emil Zatopek’s winning the 5,000 meter 10,000 meter, and marathon in the 1952 Helsinki games after being told not to compete due to a gland infection. He had never run a marathon before. Jim Thorpe winning the pentathlon and decathlon in the 1912 Stockholm games. The first female Olympians in the 1900 Paris games.

The actual list of mind boggling performances is almost endless. Over the next few weeks, we will get to observe upsets when the favorites were viewed as unbeatable, persistence in the face of pain from injury, and compassion and generosity of spirit. A great example of compassion in the moment of competition came when Canadian sailor, Lawrence Lemieux was in position to medal and stopped to help capsized competitors who were injured. We will see records broken and participants happy just to be there.

All will get to face the stress of competing on a world stage where terrorism threats are a constant worry, Zika virus looms in the background, and personal health and safety may be compromised due to water sanitation or local crime.

How they respond will be related to a number of psychology of performance variables and factors such as their mental preparation and resilience (beliefs, visualization, problem solving), their training (finding that fine balance to peak in their events at this time versus burning out before), their social support network (how their coaches, teammates, friends, family, and loved ones add positive (support, encouragement, role modeling winning behavior and attitudes, affection)versus negative energy ( distractions and nonproductive criticism), how their nutrition holds up, and what is driving them to succeed.

The stories will be unfolding! I hope you get a chance to watch and learn.

Have a day filled with equanimity and extend loving kindness, compassion and sympathetic joy to everyone you meet today.

Bob

Robert A. Mines, Ph.D., CEO & Psychologist

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A Few Pointers on Supporting Your Transgender Employees!

Nic Mckane — Mon, 25 Jul 2016 19:49:09 +0000

Transgender discrimination in the workplace is a significant problem. In fact, approximately 90 percent of transgender employees report experiencing some type of harassment in the workplace. Almost 20 percent of gay and transgender employees report that they were passed over on a promotion or were fired because of their gender identity or sexual orientation.[i] Over 60 percent of transgender employees make less than $25,000 annually.[ii] Shockingly, it is still legal in 32 states to terminate or deny employment to an employee based on their gender identity.[iii] About 40 percent of transgender employees are underemployed.[iv]

According to the Human Rights Campaign, there are still a number of employer-sponsored health plans which do not cover gender reassignment surgery. The average cost of a gender reassignment procedure is $16,000. Additionally, if the employer does not allow the employee to utilize leave for treatments leading up to and including gender reassignment surgery, there is an even more significant cost to the transgender employee.

What can you, as the employer do to support a work environment that is open and inclusive to all persons, including transgender candidates and employees?

Champion support for an inclusive and diverse work environment at all levels of the organization with the loudest voices at the top!
Offer non-discriminatory health plans! Work with your plans to ensure that you have removed exclusions for gender reassignment transition and hormone therapy.
Be sure to include gender identity in your anti-discrimination and anti-harassment policies. Consider zero-tolerance policies.
Treat transgender employee(s) as an individual, offer them the opportunity to lead their transitional process with the organization including; communicating their name, pronouns, how they want to inform their colleagues, their timelines, and how they best want to be supported.
Include gender identity awareness in your trainings whenever possible; consider your diversity, respectful workplace, and civility trainings as starting places.
Incorporate gender identity and transition into your leave policies. Transitioning can be a lengthy process. Keep the dialogues going with your transgender employees. Offer time off and discuss support needs along the way.
Support looks different to everyone! It might be handy to put together a supportive tool-kit for employees intending to transition. This toolkit may provide explanations about benefits for transgender employees such as health insurance, leave, and employee assistance programs. The toolkit may also include information about how to talk to managers and colleagues about the transition, restroom information, and a contact person to support them as well as their team. Your employee may or may not use the tool kit but if the resources are there, then they will be able to utilize them if needed.
Consult with your Employee Assistance Program with any questions and support around transitioning employees, policies, language and resources. Support and help is available.
Utilize education and support to work through any personal concerns you may have regarding supporting transitioning employees. Supporting al lemployees equally is a legal responsibility.

To Your Wellbeing,

Dani Kimlinger, Ph.D., MHA, SPHR, SHRM- SCP and Patrick Hiester, LPC

The MINES Team

[i] Gay and Transgender People Face High Rates of Workplace Discrimination and Harassment. Data Demonstrate Need for Federal Law. By Crosby Burns and Jeff Krehely. June 2, 2011

[ii] 37 Shocking LGBT Discrimination Statistics. Brandon Gaille. January 14, 2015.

[iii] The Transgender Community by the Numbers. Marie Claire. Kenny Thapoung

[iv] Transgender Workers at Greater Risk For Unemployment and Poverty. Human Rights Campaign. September 6, 2013

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Psychology of Performance #58: Curiosity and Knowledge

Psychology of Performance #57: 2016 Olympics

A Few Pointers on Supporting Your Transgender Employees!