Showing posts with label isolation. Show all posts
Showing posts with label isolation. Show all posts

Saturday, 22 December 2018

On Emerging - Day 23

23rd December 2018
23 randomly-selected people is the smallest number where there will be a probability higher
than 50% that two people will share the same birthday. This is part of the Birthday Paradox;
99.9% probability is reached with just 70 people.

Today I am driving my mother and sister to Bath to meet up with my father and his wife. It will be a chance to have a fine lunch and to wish each other a happy Christmas and good start to 2019. The next time we will all eat together will be at my son's 21st party on the 5th January.

In a way today's post is a sort of celebration, in that, for me, the Advent Blog series is not complete without a post by Neil UsherI first got to know Neil when he was the Workplace Director at Sky - he was one of the truly innovative property and facilities experts who understood the impact that the workplace has on work, the people within it and the wider environment. He has moved on from Sky to work as a property, workplace and change consultant under his own advisory business - workessence, this is also the best place to read his blogs (he has been writing them since 2011 and there are many gems in his archive). He has also written an excellent book, The Elemental Workplace. It is an interesting read and demonstrates his passion for ensuring that everyone can have and deserves a fantastic workplace. It is a pragmatic and entertaining read by a genuine expert who can demonstrate that he has practiced what he preaches. He will be writing a second book in 2019 to be published in 2020. If you want to know more about Neil, you can find him on Twitter (his handle is @workessence).

Neil is an exceptionally talented and creative writer. His pieces have a flow to them and need to be read without distractions for maximum impact. In consequence, there are no punctuation illustrations.

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Something was wrong. Something had been wrong before, but never like this. The severance of Lou’s umbilical cord during a spacewalk was calming, a soft suffocation in isolation. She had realised she was the lone passenger on the bus home, just herself and the driver, focussed and disinterested.

The bus slowed at each stop and sped again when they revealed themselves to be empty. It didn’t stop from the pick-up through to the lone bell when Lou only alighted.

Christmas shrieked silently; garish, primary, immediate.

Lou lived across a field. Anywhere else she would have been nervous about walking alone along the main path lit by lanterns made to look old and hiding the scrub in darkness.

There was none of the sound of shuffling feet and snuffling dogs, the exhausted exasperated forced chatter of parents to babies in buggies, the duller half of a dull phone call. No-one whistled anymore, she thought. It was just Lou. The glow from a hundred lounges was at its warmest, the air she breathed in step with her pace at its coldest.

Why was this time so wrong? She ran through a list. She liked lists, when something made it onto a list it was half done, the easy half at least. The list was of stuff she was always told was important, that the vacuously-profiled always posted and shared with unwavering conviction. Solutions are easy on the internet; six things, eight things, ten things other people do that you can do and everything’s alright.

There was purpose. She knew why she was there, she understood what the big idea was and believed in it just like all those around her, she punched the air when the others punched the air when something went well and she frowned and searched her soul when the others frowned and searched their souls when it didn’t. Often, they searched each other’s souls. Usually without asking.
There was no doubt, not a flicker. She knew people who complained that they didn’t have a purpose they and their people shared, and she felt bad for them but comforted that she did.

There was meaningful work. She understood how what she did fitted in, why it was needed and how important it was. She knew that she could do things the others couldn’t, so she felt needed and valued. People would say ‘this is a job for Lou’ and this made her happy because it wasn’t ‘Lou or’ or ‘Lou and’ but just Lou.

She knew that what they were all working towards was better than anyone else had ever done anywhere and so it was special, and this had stopped her stepping off the conveyor belt so many times when she wanted to. Even if it wasn’t true.

She learned and grew, she was better at what she did and knew more stuff and was better able to handle tricky moments and worked things out better than when she joined. She didn’t need to sit in a classroom for this, every day was its own training course with no agenda or discussion of ‘what she hoped to get out of it’, just a randomly-assembled corporate assault course.

She felt resilient, even though at times she could have sworn she was broken yet always found something, enough, to get through it. Then it was forgotten all over again.

Her team were incredible, the most angled and impossible jigsaw fitted together beautifully, and everyone know that without the other pieces they were nothing. She knew she had found many of these shapes and would sometimes stand back and watch and see the completeness playing out before her eyes and wonder just how that could have been possible.

The jigsaw needed her too and she knew that. She had painted the picture on the box lid, at least with words. They had wanted to be part of it. Without her they would have been part of a lesser jigsaw, that you could do with your eyes closed.

She had a life, too. She saw her family, they valued the time spent but all wished it could have been more but knew plenty of stories of absent Mums and consoled themselves that what they had was better than what they could have had, that the grass was green enough right where they stood.

They coped with her morning distance, busied themselves with their own awakening, her flitting eyes elsewhere in a random landscape. Her children drew pictures of what she was like when she came home in the evening, her fuse cropped, her voice drawling, an unwillingness to arrange anything even stuff that was fun, pushing everything away, clawing at peace.

That was the list. Everything was okay, the pieces were in place, it should all be right. But instead she was lost.

The abandoned bus and field and path suggested she was still searching as she resolved that it could not go on. That was one conclusion, far too late, at least. She would resolve that when the string of tiny lights was back in its shabby box.
She flicked through the days past like vinyl records in their whitewashed wooden boxes, stacked, ordered, regular, inspecting some, passing over others.
Perhaps, she mused, if there weren’t other agendas playing out then the charcoal of her dolour might have made sense: the entirety of the diaphanous mesh of unarranged meetings hurriedly held, whispers loud but indiscernible, comments clumsily coded, laughter lurched and suppressed, ideas made flesh before disclosure, papers hurriedly scooped and folded, glances without words, and shallow reasons for having to go. She was there, but not always, included, but not always, visible but not always; a life, almost.

With that, it made sense. It was not what she had been looking for, but what she had been looking through.


The front door opened, the warmth prickled her face, and familiar voices scrambled to be heard. Her own voice was clear, her mind was clear. It had lifted.


Friday, 20 January 2017

And one for luck.... Have a Heart

The One that (nearly) got away... a final Advent Series blog

Serendipity, the word, was coined by Horace Walpole in 1754. He had been
reading a Persian fable about the Three Princes of Serendip (originally
published in 1557). The princes kept making fortuitous discoveries. and
decisions. Serendipity can occur when producing a blog series, it is also common in
scientific discovery - Alexander Fleming found the beneficial use for penicillin by chance.
Being blissfully British, when Janet Webb said she wanted to submit an Advent Blog I told her I was delighted. When nothing turned up in my inbox, I presumed that she had had second thoughts and so I did not chase her. In turn, Janet did not contact me after hitting the send button to ensure that I had received it. I felt awful when I received a polite message from her on the last day of the series, which I had clearly labelled as such, asking me for feedback on her blog, so that she could understand why it was not included in the series.

Let me state that, although I have declined some posts over the years, I have always explained to the author the reasons why. I never simply ignore a submission. I would certainly not have ignored Janet's post - it's a great read with a good message. I am posting it now, the first Saturday after the Series ,and I hope you enjoy it as much as I have.

Janet is on a mission at work - to help every individual find their best way of being. She is a freelance organisational design specialist, having held senior HR, training and OD roles in a leading retailer, within healthcare and the public sector.  She lives in a seaside resort in West Sussex, in a town with a delightful harbour and beaches - a beautiful part of southern England. Janet is a blogger - she writes about a range of business/work/people related subjects on her blog, Damp Ink, she also has a faith blog - Praying Out Loud - the thoughts of an unfit disciple. Janet is values driven and comfortable speaking her mind. She wants to make the world a better place. She is active on social Media - I know her through Twitter (her handle is @JWebbConsulting). 

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Have a Heart

Heights

A few years ago my husband, children and I packed up our gear and went off for an adventure; Four Webbs Go Mad in Dorset. Our plan was to camp at Langton Matravers and go rock climbing at Dancing Ledge, a wave cut platform on the Jurassic Coast, near the fabulously named Scratch Arse Ware.

Dancing Ledge - photo Janet Webb
The children had been learning to climb with the Sea Cadets (a youth organisation that gives young people opportunities for extraordinary experiences) and Jonathan and I had climbed together when we were first married, some “cough” years previously. This was the first time we had climbed together as a family; and what larks we had!

We were top rope climbing; a rope is fixed to the climber, passed through an anchor at the top of the cliff and then held onto by someone, the belayer, at the bottom of the cliff. Their job is to keep the rope tight so that if the climber falls they don’t fall very far. My kids belayed for each other and at one point, strapped together, they belayed for their father; what a fabulous lesson in trust. We had fun, managed danger, explored interdependence and encouraged, supported and challenged each other. It was a magical time in beautiful surroundings. Together we stepped out of our comfort zones. We literally and metaphorically climbed heights and as a result gained confidence in ourselves and each other.

Jonathan Webb being belayed by his children - photo Janet Webb

This kind of bonding, growing and learning is something that a good working life gives us; social interaction, the chance to try new things, learning from our mistakes, feeling supported and challenged.

Hollows

In contrast, I am currently working with groups of people who have been out of work for a long time – over 10 years in a few cases. For some their comfort zones are miserably small and may not even include their own home space. They have stopped growing and learning because they have stopped having opportunities to do so. The lack of the stimulation that employees take for granted, leads to limiting habits and a shrinking of perspective, hope and joy. Life is a treadmill of applying for jobs that they have little hope of getting, trying to prove to the Job Centre that they are attempting to push a load up a mountain and eking out their funds to cover the basics of life; basics that usually don’t include Christmas parties, hobbies, being able to buy a round of drinks for friends, owning a pet, running a car. Always at the mercy of bus timetables, agencies who don’t quite bother enough and potential employers who don’t quite care enough, the struggle and isolation is dispiriting.

Long-term unemployed 15-74 year olds across Europe, July 2016
Take Aaron. He was running his own successful catering business, started from scratch, when he gave it all up to be a full time carer for his mother. When she died some years later he lost his home, his mother, his daily routine and his purpose. After a crippling few years of grief and isolation, he was facing the rest of his life with dread; no qualifications, no recent, relevant experience and serious doubts about his own value.


Betty. After her husband died she didn’t leave the house for ten years. By the time she sought help, her self esteem and confidence in her own ability was through the floor.

Crying Woman, Picasso, 1937

Charlie. He worked for the same employer from school, as a skilled worker, for 40 years. Now that modern life has done away with that industry, he is struggling to learn IT skills just to be able to apply for minimum wage jobs that he has no hope of getting.


Debbie. A difficult childhood and time in care homes has given her rocky foundations to build her adult life on. Walking into a room with strangers is a challenge.




These are not scroungers and wasters; these are people who have been dealt a poor hand and are expected to pull themselves out of the hole that they are in. Yet they don’t have the resources to do that. And those resources are not going to develop through a life of visiting the job centre, walking around town to relieve the boredom and sitting in a library, applying for jobs that they know literally hundreds of other people are also applying for.

Heart

The good news is that things can get better. Betty volunteered for two years in a charity shop and on the back of that she got a job last week. Debbie was given a work taster in a supermarket and is now working there full time, blossoming and loving it. Aaron was given some basic IT help and some interview skills practice and now feels able to take on the world.



What can make the difference is someone taking an interest; having a heart for them. Eric got an e-mail last week from an employer who had received his CV. A response - almost unheard of! He brought the e-mail to show us. It was written with thought and compassion and although it didn’t offer a job it was personal, wishing Eric a happy Christmas and New Year. Eric was chuffed to bits; someone had taken the time and had treated him like a person. Frank was phoned up by an interviewer to say that he hadn’t got the job and why. She also gave some feedback, unsolicited. Again, almost unheard of! Frank was amazed and the feedback was genuinely helpful.


Most of the time, they don’t hear anything and they get no feedback, even when they ask. Occasionally they get treated really badly. Jobs get offered then snatched away. Jobs are filled internally but the employer has gone through a pretence of recruitment to demonstrate fairness. Georgie had to save up the bus fare to get to a job interview only to discover that the employer wanted a skilled chef, whereas the agency had sent her for a kitchen porter job. When your self esteem is at rock bottom, to be treated so badly can just confirm in you that you lack value.

What’s needed is for employers, HR teams and recruitment agencies to have a change of heart:

  • to not treat low skilled workers as low skilled people
  • to not just farm out the low wage jobs to agencies
  • to care and be accountable for how applicants are treated by agencies
  • to refund precious bus fares
  • to offer and give good feedback
  • to challenge the need for recent relevant experience
  • to not reject someone because they haven’t worked for two years
  • to take care about job adverts
  • to read past the first paragraph on a CV
  • to give people a chance.

If you can give someone a work taster for two months, two weeks, two days even, you could be the turning point for someone and the route off the treadmill. Do it for Corporate Social Responsibility reasons. Do it because you just might find a gem. Do it because you have a heart. Do it.




Note: names and circumstances have been changed to protect identities. However, all these stories are real.




Thursday, 21 February 2013

We Need To Talk...


This is a repost, but with pictures, of the piece I wrote for the LinkedIn UK HR Group blog http://discusshr.blogspot.co.uk/2013/02/we-need-to-talk.html.



Brain fibres enabling communication and neuron connections
At the start of February I attended an inspirational HR-focused event.  It was refreshing to be surrounded by people who had made a conscious choice to be there, who came in their own free time because they shared a genuine interest in the topic and they wanted to learn and be involved.  There was a buzz and a sense of camaraderie, in the way you hope there will be at a learning and awareness session.  My fellow attendees were willing and active participants - honest and authentic.  At the end of the evening there was a mutual conviction that, between us, we can improve the world in which we live and work.  


Neurons
The event was organised in response to reactions to an extraordinary and powerful online blog post published on 12th January – if you have not read it, I urge you to do so now: http://thehrjuggler.wordpress.com/2013/01/12/day-43-courage/

These courageous words resulted in people around the globe talking and tweeting on the subject of Mental Health in the workplace.  With HR interest rising and numerous individuals asking what they could or should do, it was clear that the dialogue needed to be brought into the off as well as on-line arena.  Alison Chisnell, HR Director at Informa (and host of the blog on which Jon, the author, posted his piece) offered a meeting space.  A number of people worked together at speed to determine the format and experts, including Mind, the NHS and various individuals who have been or are impacted by mental health issues, agreed to be speakers and be involved.  Jon went public at the event and wrote about doing so on https://projectlibero.wordpress.com/2013/02/05/it-starts-with-a-conversation/.  There is a simple and well written blog about the evening that is more eloquent than I on the impact of the evening http://treacletiger.blogspot.co.uk/2013/02/start-conversation.html.  I hope that by talking here about my own thoughts on the evening and by sharing some of the recommendations made, that I can encourage you too to think about how you should approach this issue in your workplace and with the organisations and people with whom you do business.



According to ACAS Mental Health problems cost employers in the UK £30 billion a year through lost production, recruitment and absence http://www.acas.org.uk/index.aspx?articleid=1900 .  I suspect that the hidden and non-financial costs have an even more severe impact on work, employees, their friends, families and business.  It is a sad fact that the approach towards Mental Health by the majority of employers is woefully inadequate and the time has come for that to change.  I am not advocating that we form a militant group and campaign, there is an easier solution – to dispel common fears and misconceptions, to remove the stigma and to enable us understand so that we can do the right thing... we simply need to talk.



Despite the fact that one in four of us will suffer Mental Health problems in our lives, there is still a social reticence about admitting to being a victim, and/or living with and supporting someone with Mental Health issues.  It is clear that this reserve is partially rooted in fear.  People don’t know how to start the conversation and they are embarrassed and don’t want to say the wrong thing.  Mental Health is seen by many as a dark and complex issue that, by its very nature, is private and should be hidden from others.  Certainly it is personal – the reasons why people suffer from Mental Health issues are complex and varied and each victim is an individual, so there is no simple, standard approach or treatment.  However, I think we should take a step back and consider ourselves and those we come into contact with. 



Humans are wonderful.  We are sentient and expressive beings – we would all be the poorer for not being able to feel and think about the world around us.  However, there are times when our emotional and mental reactions are overwhelming and uncontrollable and can prevent us from being the person we like and feel we are, or can make us antisocial and potential dangerous (to ourselves or others).  Mental Health is a broad term that encompasses a range of issues such as clinical depression, Bi-polar disorder, anxiety, phobias and Schizophrenia; unlike emotional problems, these cannot be resolved swiftly – they require treatment (often medication and therapy) to control the symptoms and to lessen the impact on the individual and others.  It is probable that a number of Mental Health sufferers are also suffering emotionally and often not just because of their own health but also because of the way in which we, the people they work and interact with, treat them.  The stigma of Mental Health is so strong that people avoid talking about it and hence they exacerbate the problem, because they isolate and alienate individuals who are already suffering.




There is often a fine line between Mental Health and emotional health.  Each one of us is who we are due to the environment in which we have grown up and the circumstances impacting our lives at any moment in time.  I am not naturally tidy, but I have friends who are fastidious; they say it is because of the spotless households in which they lived as children, where even an ornament out of position was viewed as unacceptable – regimented neatness is their comfort zone.   I know others who close in on themselves and cease contributing to discussions whenever voices are raised - they have told me that they were deeply disturbed by arguments between their parents when they were small and that the increased volume of colleagues, enthused or trying to stress a point in an argument, is sufficient to make them feel uncomfortable.  I love films, but potentially I am an embarrassing companion, as I can easily be reduced to a weeping wreck when watching characters show how much they care for each other - I know that this is partially due to my own insecurities, my devotion to my friends and family and my own desire to be loved.  Many parents find news footage depicting suffering children immensely disturbing, because they transpose themselves into the scenario and can imagine how awful they would feel if it was their own offspring.  Each of these people, me included, is reacting emotionally –although emotions can induce some symptoms that are similar to those experienced by a portion of Mental Health sufferers (such as sleeping disorders, anxiety and sadness) these responses tend to be short-term and can be treated and resolved swiftly.  However, many people suffering from Mental Health issues also have to contend with emotional pain, either because of their condition or induced through the reaction of others around them.  Many sufferers feel isolated due to many others’ desire not to bring matters into the open.  By appreciating the impact our emotions have on us, it is perhaps easier to start understanding how others may be feeling.  Empathy is a good step towards trying to support and be helpful.


On a moral and social level we have a responsibility to be considerate towards others.  Even without that, employers have a legal duty of care to employees.    We in HR need to devise strategies to promote well-being and to ensure that we and others are equipped to support when an employee has a problem.   BUT strategies and policies will not solve a problem.  Good managers and colleagues are attuned to those around them – if you know your people and how they are, you can spot when they aren’t themselves.  You must foster a culture of trust and understanding where management and employees are comfortable having non-judgemental and open conversations.   We need people to be able to ask with ease:

                “What do you do to look after your health and well-being? And what can I, your manager, do to help?” 

If managers invest in their people, by talking with them, their team members will in turn be more engaged and committed to their employer.  If employees feel comfortable talking about Mental Health, awareness and understanding will increase and colleagues who are suffering will no longer feel so isolated or ashamed – everyone can be a winner.

Progress won’t happen unless we make an effort.

We have started...come and join us.

As Jon says in his original post: “here’s to 2013 and a change in attitudes...”