Thomas ANTOINE-WILLIAMS (ICF ACC)’s Post

A client struggles with impostor syndrome at work. We start talking and it turns out that during the recruitment process nobody told her which skills she was chosen for or why the job was offered to her and not someone else. The work environment also does not encourage enough positive reinforcement. Two years later, these are the consequences: ❌ Lots of self-doubt: "Am I doing well enough?", "Was I hired not for my skill, but in order not to contribute to the competition?", "Am I fast enough, smart enough?" ❌ Lack of sense of belonging "Other people seem to be more confident, maybe I simply do not belong here?" ❌ Increased stress and anxiety ❌ Increased perfectionism, as a means to manage anxiety ❌ First symptoms of burnout A suboptimal work environment does not trigger everybody in this way, but there is a lot that can be done in order to make the work environment safer and more nurturing. Positive reinforcements, lots of positive communication that directly states the value that someone's efforts bring can really help. Be direct: ✅ "I value your work." ✅ "You are an important part of our team." ✅ "I see how much effort you are putting into your work, please know that it is appreciated." ✅ "You are doing really well." It's that simple. 👉 Follow me to get valuable, science-based content on employee well-being 🧠 I am a trainer with a PhD in well-being psychology, an experienced therapist and group facilitator. ❤️ I have a 3-day on-site Healthy Leadership Training program designed for managers that empowers them to contribute to well-being throughout their organisations; a 1-day training on well-being for entry level employees and boardroom session advice for well-being initatives. #employeewellbeing #workplacewellbeing #healthyleadership #wellbeingatwork #leadershiptraining When talking about clients, I take the utmost care to make sure no identifying information is being mentioned and that the mechanisms depicted in the story are common enough so that my clients feel safe and anonymous.

It's #feedbackfriday! Today I'm changing it up and giving myself some feedback. A self-assessment of sorts. Because it's good to perform a gut check on ourselves from time to time. So here goes... Things to continue doing: - Building your network: Over the last few weeks, I've been fortunate to meet hundreds of amazing people from all over the world and from many different industries. It's opened my eyes to new ways of looking at the human experience and given me ideas on how to be a better People leader. Continue the goal of meeting 5-10 people a week. You never know where your paths may cross again. - Practicing a learning mindset: I've attended a panel, roundtable or taken at least one course on an HR/People-related topic every day. Continue staying on top of current HR/people/industry trends. Keep notes and capture ideas to ensure your next company stays relevant and if possible, ahead of the curve. This matters to the employee experience. Things to keep working on: - Finding balance: We've all been there. I've dove into LinkedIn and gotten overwhelmed. Or went down the rabbit hole of Google. Or scrolled and scrolled through jobs. Don't be afraid to take a break. Make it a point to practice mental stillness for at least 10 minutes a day. Finding focus allows you to create better balance your way. - Try new things: Don't become stagnant. I know this journey has already pushed me out of my comfort zone so why stop now. Be bold. Keep trying new things in your personal and professional life. You won't know what you like (or don't like) it until you give it a go! How to better support myself: - Give grace: Don't worry about if you're always doing the right thing. Stop criticizing yourself. Laugh a little. It's ok to have a bad day. It's ok to be super energized and get lost in brainstorming. It's ok to do nothing. It's ok to focus on someone else completely. It's ok to feel scared. It's ok because all of it helps build you back up. - Lean on your support team: You don't have to do everything alone. Let your ego go. Allow people into what you're feeling. You'll be surprised by what they have to offer you. Overall, things are going well but I still have room to grow. Absorb this review and don't be afraid to ask follow up questions. We're on this journey together. 😉 #selfassessment #peopleandculture #leadershipdevelopment #selfcarejourney #workinprogress #tgifriday

Be kind today... A gentle reminder to leave the micro-management head at the door and be more human. You dont have to make your employees life a misery by being a sargent 'jobsworth' All your doing is pushing people away, and potentially effecting their confidence, self-esteem, and overall mental health. We all not have enough to deal with outside of work than to wake up in fear, or feel we're about to face repercussions for not submitting the stats on time. Seriously, c'mon is it that bad! So why am I touching on this topic which highlights 'micro managers' whose style is everything I'm against. Well last night as I finished work I struck a conversation with a new colleague whose been a driver way longer than myself. They were previously in a leadership role but sadly took a step back due to struggles with there mental health which stemmed from a negative culture an poor management. There still not in the best place, and now fear of ever aspiring to move back in to a leadership role, I felt for this person so much. So before we both went home I told them this... "Because you had a bad experience, were led by people who lacked empathy, compassion, care, you cannot let that determine your future or reflect on your ability to be in a leadership role. That s**t experience does not define, or dictate you" We're going to talk more and I hope I can help them, I'd love nothing more than to see them flourish and become a happier, confident version of themselves. Question? What can we do to create work environments where people: A. Treat each other with compassion B. Put themselves in others' shoes C. Make an effort to understand different perspectives? How can we build workplace cultures where all employees feel appreciated for their unique contributions, supported to grow, and able to achieve their full potential? #workplaceculture #management #leadership #wellbeing #linkdin

Workplace relationships can be tricky to build — you want to look competent, form connections, and also not overstep boundaries. To be a better manager or employee, there are some phrases you should use more at work, and some you shouldn’t say at all. Here’s what to say, and what not to say, to be a more successful employee or manager, according to speech experts, leadership coaches, and psychologists.

Hello everyone! I've had the pleasure of welcoming many new connections recently, so I thought it's the perfect time for a reintroduction. 🔹 Role & Passion: I wear the hats of a Wellbeing Consultant and Coach. My mission? Empower professionals to balance their rigorous professional demands with personal aspirations. My true calling is to guide leaders on leading both themselves and their teams with compassion and effectiveness. Wellbeing, meaningful self-care, stress management and burnout prevention are my prime focus areas. 🔹 My Professional Background: I've spent two decades with iconic brands like IBM, P&G, Balfour Beatty, and Sky. But 4 years ago, I took a leap from Sky to fully immerse myself in coaching and training. 🔹 Current Engagements: My sessions range from individual coaching to group workshops. Whether I'm coaching Board Execs or Department Heads, my end goal remains unchanged: equip and empower individuals to elevate their leadership impact. 🔹 Signature Workshops: I offer everything from quick 1-hour sessions to in-depth holistic programmes. All designed to bolster mental and emotional resilience. 'How to Manage Stress And Prevent Burnout' has especially resonated with many this year! 🔹 Collaboration Goals: I seek partnerships with businesses that recognize the undeniable connection between employee wellbeing and organizational success. 🔹 Beyond Work: I live in Tynemouth in the North East of England and my favourite place to be is on the beach. I share my life with my husband Adam, our kids Hope and Josh, and two energetic Frugs (French bulldog - pug). A massive 'Thank You' to those who've journeyed alongside me. To newer connections, I'm thrilled to learn, engage, and collaborate with you. #introductions #wellbeing #wellbeingcoach #wellbeingatwork #mentalhealth #resilience

Are you an organization's leader, manager, supervisor, or team leader? How do you show your employees, subordinates, colleagues, and team members that you deeply care for them? Have you seen the statistics of people who struggled with their mental health before the Covid-19 pandemic? It even became worse afterwards. According to a global study by Qualtrics, 42% of people experienced a decline in mental health 67% experienced increased stress 57% have increased anxiety 54% are emotionally exhausted 53% are sad 50% are irritable 28% are having trouble concentrating 20% are taking longer to finish tasks 15% are having trouble thinking As a leader in an organization, what can you do about this? The importance of EMPATHY should be emphasized. Empathy is an essential leadership skill and one of the most valuable skills to thrive in a workplace. Being empathetic helps you get along with your employees, subordinates, and colleagues. It also improves workplace relationships. As a leader, one of your responsibilities before and after the team achieves the goals and objectives of the organization is to show that you genuinely care for your people. How can you show you care for your people? Learn how to be empathetic. Understanding an employee's, colleagues, subordinates', and team members' struggles, showing compassion, listening attentively, offering to help, checking in with them, and asking how they're doing and what you can do to help can go a long way. We all know empathy isn't a brand-new skill. However, research has shown over time the new level of importance of this critical skill and how incorporating empathy into organizational culture can improve workplace relationships and reduce turnover. In this new week and beyond, prioritize mental health and empathy in your workplace. My name is Chekwube Uchea; I am a Career and Transition Coach, an Advocate for Empathy, Mental Health and the Sustainable Development Goals (SDG), and a Diversity and Inclusion Champion. If you found this helpful, you can go ahead and repost and share it with family and friends. Kindly follow Chekwube Uchea for more insightful posts. Thank you. #chekwubeuchea #empathyatwork #mentalhealthmatters #mentalhealthatwork #mentalhealthawareness #empathy

Positive Psychology stands as a beacon guiding leaders toward unparalleled success. This psychological approach focuses on strengths, virtues, and factors that lead to a fulfilling life, a philosophy profoundly applicable in the business world. Practical Application: ❤️Nurturing Relationships: Positive Psychology emphasizes fostering genuine connections within teams, and promoting trust and collaboration, which are essential for productivity. 👏Gratitude Cultivation: Acknowledging and appreciating employees' efforts fosters a positive atmosphere, enhancing job satisfaction and productivity. 👍Encouraging Growth Mindset: Embracing challenges as learning opportunities fuels innovation and resilience, fostering a culture of continuous improvement. 🧠Mindfulness and Well-being: Integrating mindfulness practices reduces stress, enhances focus, and boosts overall well-being, contributing to a positive work environment. 🥅Meaningful Goal Setting: Aligning personal values with organizational goals inspires motivation and dedication among employees. 🔑Promoting Work-Life Balance: Respecting boundaries between work and personal life ensures a well-rested, balanced team, enhancing creativity and productivity. 👑Leading by Example: Leaders embodying Positive Psychology principles set the tone, encouraging optimism, resilience, kindness, and empathy. Business Benefits: Implementing Positive Psychology reaps multiple rewards. It leads to increased productivity, higher retention rates due to positive work environments, enhanced innovation through open-mindedness, improved mental health for employees, and stronger team collaboration. Positive Psychology isn't just a strategy; it's a transformative mindset. By fostering positivity and well-being, businesses can create an environment where both employees and the organization flourish. 📞 Let's Talk Over Coffee: Contact me, Lize Terblanche, for a no-obligation coffee meeting. 📧 Email: lterblanche@thealternativeboard.za.com ☎️ Call: 084 300 1374 #tabboards #peeradvisoryboard #businesscoaching #communication #southafrica #businessowners #innovation #businesstips #businesshelp #businessadvice

📰 Excited to Share: My Latest Article in Talent Magazine! 📰 I am thrilled to announce that my article was recently published in Talent Magazine! 🎉 In this piece, I dive deep into a topic that holds immense significance in today's fast-paced work environment. As professionals, we all encounter challenging situations that test our resilience and teamwork. We can create a cohesive and supportive work culture by proactively fostering strong bonds and understanding our team members' strengths, weaknesses, and communication styles. 🤝 I invite you all to take a peek at the article and explore how nurturing genuine connections within our teams can enhance productivity, foster empathy, and make us better equipped to handle stressful times together. 🔗 https://lnkd.in/g3vXux4u Your feedback and thoughts on the topic are highly valuable to me, so please feel free to share your insights in the comments section. Let's start a meaningful conversation and learn from each other's experiences! 🗣️💬 Thank you all for your unwavering support and encouragement in my writing journey. I'm looking forward to reading your comments and engaging in fruitful discussions. Together, we can build stronger, more resilient teams! 🚀 #ArticlePublication #Teamwork #Resilience #ProfessionalDevelopment #TalentMagazine #Leadership #TeamBuilding #EmployeeEngagement

🎯 The Startling Reality: A Manager's Outsized Impact on Mental Health! You know who has a bigger influence on my mental health than even my therapist or doctor? *My manager* And perhaps yours impacts you in similar ways. That's the sobering reality according to new data - for nearly 70% of people, their direct manager affects their psychological well-being more than those professionals, and equally as much as their romantic partner. Those findings gave me pause. As a manager myself, I realized the gravity of how my leadership style shapes the mental and emotional landscape for those I lead. To me, a core philosophy is having exceedingly high expectations - for myself and my team. Striving for excellence is embedded in my approach. However, lofty standards alone are not enough. Pushing people to thrive while nurturing their mental wellbeing - that's the duality great leadership demands. The best managers I've had were clear about their lofty expectations and also about their belief in the abilities of their Teams providing consistent mentorship, psychological safety, and autonomy to help reach those ambitious goals. Our leadership philosophies leave indelible marks, enriching or depleting our teams' psyches. This humbling realization reminds me to keep investing in 🔺 Emotional intelligence, 🔺 Empathy and 🔺 Creating environments of Trust There are not just "nice to have." They are fundamental to helping people flourish while achieving ambitious goals. As a people leader, I am committed to leading with full awareness of my impact on the lives of my Teams. What steps will you take to be a catalyst for your team's performance and wellbeing? #Leadership #ManagementTips #EmployeeWellbeing #MentalHealth #WorkplaceMentalHealth #PsychologicallySafe #EmployeeEngagement #PerformanceManagement #EmpoweringTeams #EmpathicLeadership #EmotionalIntelligence #TrustBasedLeadership #HealthyWorkplace #WorkLifeBalance #ModernLeadership #FutureOfWork

According to a recent Forbes article, "for almost 70% of people, their manager has more impact on their mental health than their therapist or their doctor—and it's equal to the impact of their partner." 💓 I remember when I first joined the work force out of college, I was given the advice "don't choose a job for the boss". The reason being, your boss could leave at any time, and then you're stuck in that job without them. I'm here to tell you. Choose the job for the boss. 🤓 I've had good managers, I've had bad managers, I've had mediocre managers. And while the old saying is true "you can learn something from everyone; even if that means learning what not to do." Many of the things I learned "not to do" were at the expense of my mental health. 🧠 Here's what you should take away from this: 1) When you're interviewing for a job - interview your potential manager as aggressively as they interview you. Think about the Forbes quote above - this person will potentially have as much impact on your life as your romantic partner. Choose them well. ✨ 2) Stay connected to good managers. If you are moving up in your career it is likely at some point you will leave a good manager behind. Stay connected with them. They can still have a positive impact on your career and your mental health from afar. Build your network. 👯♀️ 3)  If you have a bad or mediocre manager and you're considering leaving, remember that change can be good. Don't be afraid to make a change if it means improving your mental health and overall well-being.🦋 #mentalhealth #leadership #management #leadershipimpact #worklifebalance #lovewhereyouwork #careeradvice