Promoting Emotional Well-Being

The Power of Appreciation: A Reflection of Company Culture 💡 "I felt like toilet paper, used when needed, then discarded without a second thought." These haunting words from a departing candidate reveal a painful truth about workplace culture. When employees leave feeling undervalued and unappreciated, it's a reflection of the company's values and priorities. On the other hand, when employees feel genuinely valued, they leave with gratitude, not resentment 🙏. Appreciation isn't just a retention tool; it's a fundamental aspect of human connection. It's about recognizing people not just for what they do, but for who they are. Key Takeaways: ✨ Recognize employees for who they are, not just what they do ✨ Regularly acknowledge and thank team members ✨ Celebrate milestones and achievements ✨ Show genuine interest in employee well-being and growth The Impact of Appreciation 💯 Makes employees feel valued and respected 🚀 Boosts morale and productivity 🌈 Fosters a positive and supportive work culture Start Today 👉 Make appreciation a priority in your organization 👉 Encourage a culture of gratitude and recognition 👉 Empower your team to thrive and grow By prioritizing appreciation, you can create a work environment where people feel valued, respected, and empowered to thrive 💪.

29% of employees say they haven't heard "thank you" at work in over a year. That's nearly 1 in 3 people entirely overlooked. Let that sink in. Money matters. But it's not everything. When it comes to motivation, people want: 🌟 Appreciation 🌟 Autonomy 🌟 Respect Harvard's eye-opening research reveals: More than 80% of employees feel invisible, despite receiving a paycheck. ➡️ Why appreciation matters: ➨ Reduced Turnover A strong recognition game cuts turnover by 31%. ➨ Boosted Productivity Expect a 14% uptick in performance. ➨ Better Engagement Recognized employees are 2.7x more engaged. ➨ Enhanced Loyalty Valued employees are 50% more likely to overperform. 💡 How to turn these insights into action? 1. Personalized Shoutouts: Spotlight achievements in team meetings. 2. Recognition Board: Empower your team to recognize one another. 3. Milestone Moments: Celebrate work anniversaries and project wins. 4. Choice Rewards: From a day off to gift cards, let them pick their prize. 5. Genuine Gestures: A few words or a heartfelt note can make a big impact. Don't just think it, say it. A simple "thank you" can make someone's day. Start today. Small gestures create big waves. Transform your workplace culture. Remember, appreciation is a currency everyone values. Make recognition a habit, not an afterthought. In the end, it's the little things that count the most. What's one way you've felt appreciated at work? P.S. If this resonated, repost to spread the word ♻️. Thank you!

I used to think leadership was all about expertise and results. But it’s not the whole story. Over the years, I’ve realised that the most impactful leaders focus on emotions – their own and everyone else’s. In my KPMG days, I learned this the hard way, and had to turn things around. And what I found is that: 👉 When I genuinely listened, people trusted me. 👉 When I stayed calm under pressure, so did my team. 👉 And when I showed I cared about my team, they worked harder. Many leaders think emotional intelligence is soft. But that’s because they find it quite hard. It can feel intangible, but it’s a set of skills anyone can develop. 1/ Self-awareness helps you understand your emotions and make better decisions. 2/ Self-regulation ensures you respond thoughtfully, not react impulsively. 3/ Empathy creates stronger connections and loyalty. 4/ Motivation keeps you and your teams driven by purpose, not just deadlines. 5/ And social skills tie it all together, turning relationships into results. This isn’t just theory – it’s real, tangible, and proven to work. If you’re not leaning into emotional intelligence, you’re leaving impact – and results – on the table. The document I’ve shared here distils these ideas into actionable tips inspired by Daniel Goleman’s work on emotional intelligence. 👉 Which of these five areas do you think is most overlooked in leadership today? Let me know in the comments – I’d love to hear your take. __ ♻️ Like this? Share it with your network. The ripple effect starts with you. 🔔 And follow me (Mostyn Wilson) for more on career success.

My ex-colleague, Neha, was so emotional that she literally cried if anyone disagreed with her. However she was also kind, hardworking, and caring. She always helped her teammates, listened to their problems, and kept the team happy. Clients liked her too because she was polite and understanding. But when it was time for a promotion, one senior manager said, “Neha is too emotional. Can she handle pressure?” Her team leader, Rajeev, replied, “Yes, she is emotional—but that is her strength. She listens, helps others, and doesn’t get into office politics. Our team is happy because of her.” The management listened. Neha got promoted. Later, she helped her company start a mental wellness program and became a guide for many younger employees. Dear Companies: -> Respect Emotional People: They make the team stronger and more united. ->Train Managers: Teach leaders how to understand and support emotional employees. ->Support Mental Health: Give employees access to counselling or relaxation sessions. ->Reward Kindness: Appreciate those who help others and work with a clean heart. ->Say No to Office Politics: Make rules clear and fair so no one needs to play dirty games. Dear Emotional Employees, ->Be Proud of Your Feelings: Your kindness is a gift—use it well. ->Set Limits: Help others, but don’t forget to take care of yourself. ->Ask for Feedback: Check how others see you, and improve if needed. ->Stay Mentally Strong: Try meditation or journaling to manage stress. ->Make Good Connections: Avoid office politics, but stay friendly and helpful. In today’s fast-moving workplaces, emotional employees bring heart, balance, and honesty. Instead of seeing them as weak, companies should understand their real value. These employees care about people, avoid drama, and often become the quiet strength of a team. When they feel respected and supported, they give their best—and help others do the same. A workplace that values emotions is not just kind, it is smarter. #emotionalwellbeing #mentalhealth #leadership

Memoirs of a Gully Boys Episode 37: #EmotionalIntelligence – The Key to Meaningful Leadership Leadership isn’t just about strategy and execution; it’s about understanding, connecting with, and inspiring people. Emotional intelligence (EI) is the ability to recognize and manage not only your emotions but also those of others. Over the years, I’ve learned that while technical skills can get you started, it’s emotional intelligence that keeps you ahead. Leading with Empathy During a critical system overhaul, one of my most skilled team members began missing deadlines and appearing disengaged. Instead of reprimanding him, I called for a private conversation. It turned out he was struggling with a personal issue that was affecting his focus. Rather than pushing harder, I offered him flexibility and reassigned some tasks to lighten his load. Within weeks, his performance rebounded, and his gratitude translated into renewed dedication to the project. Lesson 1: Empathy isn’t a weakness in leadership—it’s the strength that builds loyalty and trust. The Art of Active Listening In a client negotiation years ago, tensions were high due to differing expectations. The meeting began with both sides defensive and unwilling to compromise. Instead of countering every point, I focused on actively listening to their concerns without interrupting. Once they felt heard, their stance softened, and we found common ground to move forward. That day, I realized that listening is not just about hearing words—it’s about understanding emotions, intentions, and the bigger picture. Lesson 2: Active listening dissolves barriers and creates pathways for collaboration. Regulating Emotions in High-Stress Situations During a complex software migration, an unexpected system failure triggered panic among stakeholders. As the project lead, I felt the pressure mounting. However, instead of reacting impulsively, I paused, analyzed the situation, and communicated a clear action plan. Keeping emotions in check not only reassured the team but also set the tone for a calm and focused recovery effort. The project was back on track within days, and the team’s confidence grew as a result. Lesson 3: Emotional regulation isn’t about suppressing feelings—it’s about channeling them effectively to lead under pressure. The Power of Recognition Emotional intelligence also lies in recognizing and appreciating people’s contributions. During a grueling project, I made it a point to acknowledge every team member’s effort, no matter how small. The simple act of recognition boosted morale and created a sense of shared ownership. When the project was completed successfully, the celebration felt more collective than individual—a testament to the power of emotional intelligence in fostering unity. Lesson 4: Recognition fuels motivation and strengthens connections within teams. Closing Thoughts Emotional intelligence is the bridge between leadership and humanity. To be continued...

🚨 The Email That Made 200 Employees Panic The subject line read: “We need to talk.” That was it. No context. No explanation. Within minutes, the office air felt heavier. You could hear chairs creak as people leaned toward each other, whispering: 👉 “Did you see the mail?” 👉 “Do you think layoffs are coming?” 👉 “Why would he say that without details?” The silence in the cafeteria was louder than usual that day. Coffee cups stayed untouched, half-filled. Some stared at their screens, pretending to work, but their fingers hesitated above the keyboard. One manager later told me it felt like “a ticking clock in the background you can’t turn off.” What was meant to be a simple one-on-one call turned into an organization-wide anxiety spiral. Productivity dipped. Trust cracked. By evening, HR’s inbox was full of panicked questions. ⸻ 💡 When I stepped in as a trainer, the leader admitted: “I just didn’t think one line could create so much fear.” And that’s the truth: Leaders often underestimate the power of their words. A vague message is like sending a flare into the sky—everyone sees it, no one knows what it means, but everyone assumes the worst. We worked together on Crisis Communication Frameworks: • Lead with clarity: “I’d like to connect regarding Project X progress this Friday.” • Add emotional context: “No concerns—just a quick alignment call.” • Close with certainty: “This will help us stay on track as a team.” The difference? Next time he wrote an email, instead of panic, his team replied with thumbs-up emojis. Calm replaced chaos. ⸻ 🎯 Learning: Leadership isn’t just about strategy—it’s about how you sound in the small moments. One vague sentence can break trust. One clear message can build it back. If your leaders are unintentionally creating chaos through unclear communication, let’s talk. Because the cost of poor communication isn’t just morale—it’s millions. ⸻ #LeadershipCommunication #CrisisCommunication #ExecutivePresence #LeadershipSkills #CommunicationMatters #Fortune500 #TopCompanies #CXOLeadership #FutureOfWork #OrganizationalExcellence #StorytellingForLeaders #LeadershipDevelopment #CorporateTraining #ProfessionalGrowth #PeopleFirstLeadership

In 2022, I predicted that by 2025, 60% of enterprises would actively foster socialization to combat chronic loneliness and social isolation exacerbated by digital technology. How has loneliness progressed? 🔍 Here's a snapshot according to Gallup's Global Workplace 2024 Report : 🌐 Globally, 1 in 5 employees report experiencing loneliness frequently, with those under 35 and fully remote workers most impacted. 😔 62% of employees are not engaged, while 15% are actively disengaged. 🆘 58% of employees feel they are struggling in life, with only 34% considering themselves thriving. ⚠️ 41% experience "a lot of daily stress." Loneliness and disconnection are silent problems — they often manifest as apathy, disengagement, or learned helplessness at work. So, what can we do to help? 💡 Steps to Consider: -Create a Support Network: Identify your team’s needs and implement channels to address them, such as employee assistance programs, financial planning tools, family assistance, buddy systems, communities, and ERGs. -Rethink the Work Environment: Co-design spaces for deeper relationships by mapping the employee experience and identifying changes in physical spaces, inclusive technology, and management practices. -Redesign Teams: Foster interdependence with collaboration platforms like fusion teams, cross-functional mentoring, and shadowing for problem-solving. - Recognize and Incentivize Goodwill: Acknowledge efforts with peer recognition/gratitude programs, making support visible to all. Implement an Inclusion Index: Measure fair treatment, collaboration, psychological safety, trust, belonging, diversity, and integration of differences through various feedback methods. - Train Managers: Provide managers with guidelines on the expected level of involvement in employee well-being. Train them in handling sensitive conversations, building personal connections, and evaluating mental health on a spectrum. Managers account for 70% of the variance in team employee engagement. Let's address these silent issues head-on and create a more connected and supportive workplace! 💪✨ #WorkplaceWellness #EmployeeEngagement #Inclusion #MentalHealth #FutureOfWork #Leadership #TeamBuilding For data see: Gallup's State of the Global Workforce Report https://lnkd.in/ecj8KUuw

When is the best time to show gratitude? While I always appreciate appreciation, research shows that gratitude has more impact when it’s received *before* someone does a task, especially when the task is unpleasant. The researchers, Hooria Jazaieri and Olivia (Mandy) O'Neill), highlight the importance of gratitude at work. “70% of surveyed employees reported that they would feel better about themselves if their boss were more grateful, and 81% said that they would work harder for a grateful boss.” Do they get the gratitude they crave? The short answer is “no.” There is a "gratitude gap" at work. "Employees report that they are more likely to receive gratitude anywhere else but work." So it seems we can up our gratitude game. Jazaieri and O’Neill underscore the importance of gratitude in advance of a challenging or stressful task to inspire resilience and perseverance. They suggest that this approach can make a difference in many stressful situations, even during layoffs. They offer these steps: 1️⃣ Anticipate distress, difficulty, and unpleasant emotions. Don’t minimize or trivialize the impact. 2️⃣ Show genuine gratitude. Use words that explicitly describe why the employee’s behavior matters and is impactful - and will continue to do so on behalf of the team. 3️⃣ Check in after the situation. Ask open-ended questions such as, “How can I best support you?” While gratitude cannot eliminate the negative emotions the person may experience, it can go a long way to supporting a resilient response to the situation. Article published in Harvard Business Review. Link in comments below. Image by: SUTHIDAX

Mindful Monday... The most powerful shift in leadership isn't learning new skills. It's changing how you see yourself. I've watched executives master all the right techniques but still struggle with leadership. They know what to do, but their self-perception holds them back. This is where identity-based mindfulness creates transformation. Most leaders approach mindfulness as a stress-reduction tool. Something to help them relax or focus better. But its deeper power lies in how it reshapes your fundamental identity: 1. Your actions naturally align with your values Traditional leadership advice tells you to "act with integrity." But integrity isn't something you do. It's something you are. When mindfulness deepens your self-awareness, you stop forcing yourself to "be authentic." The gap between your actions and values becomes immediately apparent. When I first transitioned from military to civilian leadership, I tried to force myself into what I thought a business leader should be. Mindfulness practice helped me recognize when I wasn't being true to myself. 2. You shift from fixing to understanding Leaders often see themselves as problem-solvers. This creates a subtle belief that people and teams are "problems" to fix. Through mindful awareness, you develop the ability to tune into others without immediately trying to change them. 3. Your emotions become data, not directions Leaders traditionally see themselves as separate from their emotions. "I shouldn't feel frustrated." "I need to hide my disappointment." "Leaders don't show fear." Mindfulness teaches you to see emotions as information rather than weaknesses. You develop the capacity to feel deeply while choosing your response consciously. 4. Your perception of time expands When your identity is tied to achievement, time becomes your enemy. There's never enough of it. Mindfulness shifts how you perceive time - from a scarce resource to an abundant one. You start operating from a place of presence rather than urgency. Just 5 minutes of mindful breathing daily can fundamentally change your relationship with time. 5. You recognize your interconnectedness Perhaps the most profound identity shift happens when leaders move from seeing themselves as separate individuals to recognizing their interdependence with others. This isn't abstract philosophy. It's practical leadership. When you truly see your success as inseparable from your team's wellbeing, you make fundamentally different decisions. Start here... with a simple reflection: Who am I when I'm at my best as a leader? Don't analyze the question. Just sit with it. Notice what arises. Your identity as a leader isn't something you construct - it's something you uncover. 📩 Subscribe to my newsletter here → https://lnkd.in/dD6bDpS7 You'll get FREE access to my 21-Day Mindfulness & Meditation Course—packed with real, actionable strategies to lead with clarity, resilience, and purpose.

The first time I saw this image I was a 30-year-old in my therapist's office. She asked me how I was feeling about a complicated issue. After several seconds of silence and a blank stare, she slid these words toward me. It was like a whole new language opened up for me to make sense of what was happening internally. Over a decade later, it is one of my most frequently used leadership and confidence-building coaching tools- yes, an emotions wheel. Some of my clients love it and have it hanging in their office. Some of them pause knowing it's time to get a little vulnerable. Many of them refer to it as the "emotional cheese wheel." (& Why do I make it such a common practice to stop and name your emotions? Somewhere along the line, we were taught to set our emotions aside in favor of data, logic or a "plan." Maybe we learned that feeling emotions means we are being dramatic. But in my experience, and research shows, the more we are able to accurately label our emotions, the more *in control* we feel. Emotions are data that give us clues as to what matters to us and what we care about. When we get granular about what emotions we are feeling below a broad label like "anxiety," we are able to identify WHY we are feeling them. For example, a client realized that by naming her emotions, she became clear on: ▫️ Anger: A boundary had been crossed and she needed to communicate that ▫️ Frustration: A courageous performance conversation needed to be had ▫️ Worry: Her delegation tactics needed tweaking so correct action would be taken ▫️ Inadequacy: Self-compassion would be helpful as she is back in "new role learning mode" Claiming and naming her emotions didn't give them power, it helped her reclaim confidence and power by creating internal clarity. Successful leaders are self-aware leaders. Have you used an emotions wheel and has it helped you? #womenleaders #confidence #careers #leadershipdevelopment