Working Well Beings

In this episode Matt Smeed interviews Asbjørn Overgaard, who leads Copenhagen Capacity, an organisation focused on attracting international talent to Copenhagen. They discuss the innovative 'Quality of Life Insurance' campaign aimed at enticing skilled professionals to relocate to the city by offering them a safety net if their experience does not meet expectations. The conversation explores the importance of quality of life, cultural perceptions, and the challenges of promoting Copenhagen as a viable career destination. Asbjørn shares insights on the demographic challenges Denmark faces and the need for creative approaches to attract talent, emphasising the significance of community safety and work-life balance in making Copenhagen an appealing place to live and work. In this conversation, Asbjørn Overgaard discusses the dynamics of the life science industry in Denmark, the cultural aspects contributing to workplace happiness, and the importance of trust in Danish society. He highlights the challenges faced by small and medium-sized enterprises in attracting international talent and the need for cultural training. The discussion also touches on the integration of foreigners into Danish society and the social dynamics that can make it difficult for newcomers to form local friendships.

This conversation delves into personal experiences, the impact of engagement in discussions, and the challenges of communication in modern life. It explores how technology influences interactions, the busy lifestyles people lead, and the evolution of work and collaboration. The speakers reflect on leadership and the emergence of new ideas, concluding with thoughts on future directions.

Stacey Ramm, Director of Employee Experience for GKN Automotive, discusses her career in HR and her current role in employee experience. She emphasizes the importance of creating a positive onboarding experience for new employees and the need for realistic job previews. Stacey also explores the broad scope of employee experience, which includes diversity, inclusion, wellbeing, engagement, and more. She highlights the challenges of balancing physical health and safety with psychosocial risk in manufacturing environments. Stacey believes that connecting health and safety with overall wellbeing can drive positive change in organizations. In this conversation, Stacey Ramm and Matt discuss the concept of psychological safety and the challenges of finding a job in the well-being and inclusion space. Stacey shares her personal experience of being made redundant and offers advice for those in a similar position. They also touch on the topic of measuring maturity within a business and the limitations of benchmarking. The conversation concludes with a discussion about the diverse backgrounds of people in the HR field and the importance of customer skills. Key Takeaways Creating a positive onboarding experience is crucial for engaging new employees and setting them up for success. Realistic job previews help manage expectations and reduce turnover within the first year of employment. Employee experience encompasses various aspects, including diversity, inclusion, wellbeing, and engagement. Balancing physical health and safety with psychosocial risk is a challenge in manufacturing environments. Connecting health and safety with overall wellbeing can drive positive change in organizations. Psychological safety is often misunderstood and confused with other related concepts. Being made redundant can be a challenging and turbulent experience, but taking time for self-care and maintaining a routine can help. Measuring maturity within a business involves assessing the comfort level and conversations around well-being and inclusion, as well as the organization's ambitions and understanding of the importance of these topics. Benchmarking can be useful for gathering data, but it should be approached with caution as each organization is unique and comparisons may not be directly applicable. The HR field attracts professionals from diverse backgrounds, and their varied experiences contribute to their skills and perspectives. Customer skills gained from previous jobs, such as working in the service industry, can be valuable in HR roles.

In this episode, Matt interviews Jo Wainwright, Head of People Development at Card Factory. They discuss Jo's broad role, which includes diversity, equality, and inclusion, well-being, leadership development, and sustainability. They explore the importance of personal accountability and collective responsibility in creating a culture of well-being within an organization. Jo emphasizes the significance of listening and building relationships in driving behavior change. They also touch on the need for acceptance and psychological safety to facilitate long-term change. The conversation covers topics such as the importance of addressing psychosocial risk factors in well-being sessions, the power of acceptance in emotional regulation, the impact of public speaking and perfectionism on well-being, the role of coaching in organizational development, and the value of experimentation and long-term vision in creating positive change. Key Takeaways A broad role in well-being leadership allows for a holistic approach to creating a culture of well-being within an organization. Personal accountability and collective responsibility are essential in driving well-being initiatives. Listening and building relationships are key skills for well-being leaders. Long-term behaviour change requires acceptance and psychological safety. Creating a psychologically safe environment allows individuals and teams to reflect on their current practices and make positive changes. Addressing psychosocial risk factors is crucial in well-being sessions to provide a space for individuals to offload and discuss their stressors before focusing on mindfulness and other well-being practices. Acceptance plays a key role in emotional regulation, allowing individuals to acknowledge and accept their emotions rather than resisting or suppressing them. Public speaking can be a source of fear and anxiety, but through acceptance and vulnerability, individuals can overcome their fears and become more confident speakers. Coaching approaches can be applied to organizational development, using similar skills and techniques to facilitate behavior change and create positive shifts in culture. Experimentation and a long-term view are essential in creating lasting change within organizations, as it takes time to see the impact of initiatives and strategies.

Helen Payne explores human sustainability and its role in organisational wellbeing, emphasising leadership's responsibility in supporting mental health as a business issue, not just an HR concern. She addresses generational differences, the impact of work culture on health, and the need for organisational accountability. Helen shares personal insights, highlighting collaboration and dialogue as key to driving meaningful change.

In this conversation, Cate Kalson discuss the critical role of well-being in the workplace, emphasizing the need for strategic approaches to integrate well-being into organizational culture. She explores the importance of community for well-being leaders, the evolving language surrounding well-being, and the integration of well-being with skills development. Additionally, they address career tracks that allow for individual contributions without mandatory people management responsibilities, and the essential skills required for effective people leadership.

In this conversation, Clare Fernandez, Chief Medical Officer at the BBC, discusses her journey from being a medical doctor to specializing in occupational medicine and workplace well-being. She emphasizes the importance of understanding the interaction between health and the workplace, the challenges of scaling well-being initiatives in large organizations, and the need for a biopsychosocial approach to health. Clare also shares insights on the role of AI in workplace well-being and her personal practices for maintaining her own well-being.

In this conversation, Kris Ambler discusses the importance of workplace counselling and mental health support, particularly in the context of the COVID-19 pandemic. He highlights the role of AI in mental health, the progress made in reducing stigma around therapy, and the need for holistic wellbeing strategies in organizations. Ambler emphasizes the importance of addressing mental health issues early and the necessity of providing support for young people, advocating for school-based counselling.

In this conversation, Thomas Duncan Bell, known as the Bipolar Businessman, shares his journey of advocating for mental health in the workplace. He discusses the importance of human connection, vulnerability in leadership, and the need for businesses to invest in employee wellbeing. Bell emphasizes the significance of storytelling in mental health advocacy and the role of neurodiversity in creating a more inclusive and productive work environment. He challenges traditional business practices and calls for a shift towards a more humanistic approach in organizations.

In this conversation, Katie Neeves shares her personal journey of coming out as a transgender woman and her passion for diversity and inclusion (D&I). She discusses the challenges she faced, the importance of positivity in trans awareness, and how storytelling can be a powerful tool for education. Katie emphasizes the need for authentic voices in D&I discussions and the ongoing challenges within the industry, while also highlighting the global perspectives on trans issues.