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Naked Truth with Carmen & Olivia
Naked Truth with Carmen & Olivia

Episode 11 · 1 year ago

The Future of Work

ABOUT THIS EPISODE

What needs to change for the workforce to be productive, creative and happy in a world changed by the COVID pandemic? Join Carmen and Olivia as they explore what’s not working and look at ways to fix it.

Hello and welcome to the eleventh episodeof Naked Truth with Carmen and Olivia. I hope you are all well.How are you doing, Carmen? What have you've been up to do?That not bad, so you be cool. I find it really a struggle togo from summer to Altum, despite the fact that I love altum.HMM. So it's been busy with them. My kids started secondary school and preparingher for that and been doing a lot of personal development, because youneed to be few steps up front from your clients. So see and yes, ideally, then what about you? Yeah, it's Sam. It's funnyyou mentioned the weather, because you're sat there all wrapped up and I'm sathere in event. That's because my house is so hot. We are havingthe annual argument overheating and weather. There's an annual argument over what temperature tohave the house at, because I think just leave it like at the most, at the absolute most, twenty two degrees, but he likes to whackit onto fold because apparently it's hotter faster. It doesn't. It's not have themstart works that. We have this ARG yeah, every year I strogglewith people. Who wants to be in tshirts at home in we yeah,it's today, jumper. I'm an invest and it's October, like I wantto be wrapped up in a blanket in front of a fire, not exactlyeating on. Yeah, I've been pretty busy. I know we've not recordedfor a while, although we have caught up regularly. But yeah, it'sbeen it's been a lot of changes, I think, since the last timewe recorded, like personally and around the world. And it's all insane andcrazy again, isn't it? And we don't know. I mean, Imean as we're recording, I don't even know if Donald Trump's in hospital anymoreor not. I don't know. He was out there doing a parade whilsthe's sick. I'm very conn what's cooking on? To be honestly, ofmonths ago, before some I made a conscious decision to know what's media Iwant. Yeah, every probably three days, or sometimes was a week, justto know which new rules I have to yeah, and I'm my lifeis so much better. I just don't I'm no interested in all these bigDA stories. And you don't even know if he's young. So, yeah, this that this particular story with trump has just got me fascinated. It'sI'm just I can't believe what we're seeing. Like I just can't. From likestaged photos to a sick, elderly, overweight man doing a parade in acar. You like, I'm not even thinking about your health, I'mthinking about the health of the people who are in the other with you,the drivers. I don't know. For me, I look at him likehe's doing a TV show. I think...

...he's behave. Yeah, it's likeI am doing my TV show and I think he's degrading the the seat he'ssitting on the leader of America. So it's to painful. I can't beatto watching. I just can't. I do want to like if he's okay, like, does he realize this isn't perfectly normal baby Olivia? He's not. Mentally, he is not okay. No, he's he's not. Onlythat now, because I think he's rounded with himself, with people. Imean, yeah, I didn't watch the debate on TV, but you onthe news. You saw him without mask, making fun of the other guy.That, Oh yeah, mask, yeah, and then you see hisdaughter, IV Anca, being like a Barbie door with very serious face ina very arm and sitting down, sitting down kind of look, and thenyou saw the the song as well. So for me it's like I justcant for me out of the Lords of the low. I can't. Ijust got well. I suppose this isn't a political podcast things. I don'tknow anything about politics. This week we are going to discuss, and Isuppose there's a bit of polity takes attached to it, the future at work. So, as we all know, the coronavirus pandemic is affecting everything aboutthe way we live and how we work and the workplace and what employers aremeant to be doing. Is Confusing and you know, go back to youroffice, don't go back to the office, work remotely, don't work remotely,work remotely again. It's all very confusing and also what we see inthe media is very scary. You know, we're expecting long term effects on theeconomy from the pandemic when it comes to businesses. So some businesses maycease trading and you know, only yesterday sinner world announced they were closing theirtheir cinema. Yeah, do than know there? Yeah, so that's anotheryou know, another one bites the dust for another kind of big company.Others have had to adapt their practices and are using more remote workers if theycan and work. A behavior could be, you know, permanently shifting over timeand this impacts the workforce. When you watch the news, it doesfeel like all jobs are at risk. You feel down, you don't reallywant to go sit in your tiny Home Office and stare at a laptop,and a lot of people are experiencing mental health challenges due to the changes andthe uncertainty. The experiencing, you know, including anxiety and depression and Carmen.As you know, I'm bit of a fixer, so please tell me. How do we feel exist? Oh dear, first of all, stopwatching the news. Olivia, for everybody listening is stub watching the news.So yeah, if it's like the new...

...world is one of constant change anddisruption, and so they all model of work in that. To be honest, being incorporate for twenty five years, it didn't work well for many ofus. Took plenty of stress and sciety and happy people. This model haveto go and we must re shape any model based on how we humans weoperate and will make us thrive. So companies need to do more than justfocusing on safety. That, right now is the right thing to do,because it's the most concerning to make to deal with. But they need topay attention to the human capital as well as to all these advanced technologies,and it could very well be starting with giving people the tools they need tosupport and nurture their own well being and mental resilience so they can operate froma place of strength to navigate the change in their daily life. That itwill be here for many months to come. So for meantimes of crisis like thecurrent want, the most most important resource is our inner resilience and ithas to be the bet rock on which to build any certain called the newnormal, not just at work, at home mus well. So it's fromthe starts as something it's really important to understand how we work as humans,and we have to take personal responsibility individually to do it for ourselves, aswe're for the campanies. They have to to do their parts as well.Yeah, and you know, the biggest issue is this is completely unprecedented.We've not dealt with a global issue like this covid pandemic before. So we'reall learning together and we weren't prepared as humans or employers to deal with thiskind of threat. And when we're faced with perceived threats, the higher functioningparts of our brains just stop working. We've revert to our primitive brain systemsand go into that fight or flight mode. We can't operate properly and we struggleto be creative. We can't be empathetic, inclusive, open to newideas see alternative perspectives when we're struggling to see past the next hour. Soreal inspiration, breakthroughs and that kind of deep sustaining focus can only happen whenyou're recharged and engaged, and that's whyen the creative rather than reactive parts ofour minds can come to the surface. So we really need to be kindto ourselves if we're struggling with resilience and creativity at the moment. You knowit's a difficult time to be resilient and creative and when it comes to businesses, historically, companies haven't been great at dealing with the emotional needs of theworkforce. Cash is king. Employees are a cost code. So if years, companies have been streamlining their workforces for efficiency rather than for resilience, sowhat could we do to improve things and...

...be better prepared for our emotional needsat work. Yeah, for me this is key emotional needs. So it'sall about improving our mental resilience and our mental fitness. And we talk aboutmental resilience, we talked about the capacity to to do three things really tobounce back from advarsity, to adapt change and to keep going on. Whereveryou see in front of you, keep that hope and the faith that atsome points your life is going to be better. So keep walking, becauseto be creative and to be productive in uncertainty, in cares, we needto do develop this mental fitness. The mental fitness for me is, first, we need to increase our self awareness. What are our fears, our limitingbeliefs, all these old habits that are not working for us, becausewe keep behaving the same way and getting the same old results that make usund happy, as the first thing, and we need to take responsibility forthat individually. Then the other thing is we need to set that are sittingfailures as opportunities for growth rather than, you know, being scared about it. You know, look at it like, okay, what is my learning here? What is this telling me? I remember spend so many gears,I wasted so much precious moments, so many years, you know, likeno, accepting these adversities, infinitely sorry for myself and, you know,feeling like a victim. Why me? Well, why you? Is becausethe majority of car cases, adversity will come just to give you a kickup your ass. Basically because, you know, in my case, Ispend so many years and happen doing something that it was not my path.They feed I didn't have adversity one after another. I will stay there forever. So, in a way, if you live in the gods, orlet me if you don't, and you will live more in a universe anda higher power. For me, I look at it as the universe isgiving me that push I need, because if I don't get that, mylife is not going to change. And the third one is we need toto focus on action. What can we do? They Sing our control toimprove our situation, and one thing with this is accept you reality. Don'tfight, because every time you fight reality you will lose hundred percent. Realitieswould you see in front of you. But then it is that thinking aboutwhat can I do in my control to make my situation better? And themoment we started thinking about action and we start acting on that, we stopthe fears, we stop the You know, you just focus on action and youkeep improving and bring improving. And...

...the other thing as well, forme, is the biggest lie in history for me, is that we feelwe are in control. We were never in control, we will never bein control and now, of course, the more we watch the news,will less in control. We feel based totally okay, because we are notmeant to be in control. Life is in control of us. You know, you could be leaving your house to go to work and you could havea car accident that you don't know it's going to happen. Yet the majorityof my days I spend the and feeling like I was controlling my life.So this is a big lie. And the problem with the lies now thatwe feel so annoying control. It give us more stress because in your headis by should be in control. If you have in your head, well, I'm not in control and I shouldn't mean control, it makes total sense. Then you start to focusing in things and you start to getting a littlebit less stressed. So for me to drive in life, we need toavoid making decisions from a place of fear and a place of panicky, becausethe qualities like focus, empathy, collaboration inclusion at essential to win in thefuture and, as you mentioned, to be creative during uncertity and chaos.Our immediate emotion needs need to be met first. We can't create an implementnew solutions for the future if we struggling to see implicate through the day.And there is what is happening right now. We all have this amazing treasures insideus, you know, amazing insights, original ideas and needn't movie solution topreviously unsolved problems. But those treasures and those stretches are the building blocksof productivity. But we can't tap into them if we feel anxious or stress, as most people are not right now. So for me, I wrote apost the other linking it's about self care, and Selfcare is not selfish. Again, I spend many years caring about my partner, my dults andmy friends, my work and forgetting about me. So selfcare is should betop priority for all of us. It's like if you're in an aeroplane,they always say to you put you oxygen mask before you can help anybody else. Right, so exactly the same day. Is what I mean by self care. So individually we have to put our self care top priority. Andthen in companies they have to play a big crawl in these to making sureemployee woving. It's a dub of their agenda. So yeah, these fewthings we can build it. And you know, it's great to have thisfully optimized work for system, but if...

...the humans that are turning up towork aren't optimize themselves and they're not bringing their whole sales to work, howmuch of their kind of wisdom and empathy and creativity are showing up with them? And if the answer is not a lot, how do we change that? Well, let's have a look at what human sorry, what makes humansoperate at their best whether they're working from home or going into the office.So some key things that can help us be more productive and creative at workare well, number one, when we're not on call twenty four seven.That that's something I certainly recognized in my last corporate role. was that feelingof you always had to reply to emails when you got them, you alwayshad to answer the phone, always had to respond as quickly as possible andit was a story I was telling myself. It wasn't necessarily that anybody else wastelling me. You have to reply to that person within fifteen minutes,otherwise they're going to wonder what you're doing or anything like that. It wasall in my own head thinking. You know how us, nine at night'sa perfectly reasonable time to still be working on my work phone and that doesn'thelp with creativity. It's just putting more and more pressure on yourself and againjust being reactive, reactive, reactive. It isn't being creative. Another thingwe can do is make sure we're saying goodbye to our work day at anormal time and get some good sleep. So whatever that is for you,whatever works best for you and your family, work the hours you intend to workand that's it. Okay, they'll always be something that might come upat some point during the year where you have to do some extra hours,but that shouldn't be the norm. You know, the norm should be youdo your hours and you finish and you get a good rest and then duringyour working day you have to be taking regular breaks. You need to giveyour mind arrest from whatever task is at hand. Go and do something else, go have a walk around the garden, go for a make yourself a coffee, just get away from the screen for a little bit. Something elsewe really need to make sure we're doing, particularly when we're in these kind ofever changing lockdown, not lockdown, don't really know what we're doing.Measures, is make sure we are connecting meaningfully with friends and family, andthat again means finding out what works for you. Is it a phone call? Is it a video call? Is it a socially distance me up?What? What is it that works for you? How do you best connectwith people? We're also able to be more productive and creative when we don'tfeel that we're having to choose between our job and happiness, and I knowthat can be easier said than done and sometimes we have jobs that don't necessarilymake us happy. But my recommendation there...

...is to view the job as ajob and and experience your kind of happiness outside of that, or, ifyou are lucky enough, really do find yourself a job and create yourself ajob where you are happy, so that you're not feeling this constant kind oftug between all, I have to go to work and I have to dothis or you know, I'd much rather be doing that and be happy.I hate my job and we need to find those moments where you can pauseand think and explore our own passions and experience real joy. So maybe that'ssomething you find in the workplace and maybe it's something you find completely detached fromthe workplace. Maybe it's a hobby, whatever it is, make sure youare having those moments to enjoy life and think about things and reflect. Andanother thing that's really important is we need to feel that we matter. Sowe need to feel value both at home and in the workplace. We needto feel like we are visible, that people see us and they appreciate us, and part of that you may feel as well. That's on other peopleto show you, but it's also on you to recognize in how people areshowing you that you are valued and you are appreciated. So you might thinklike, oh well, my partner never says to me that that you neversays thank you, and I've when I've done something for them. But whatdo they show you? What? What is another way that they might beshowing you that? Or have that open conversation with them tell them I needyou to be more demonstrative in in the way that you demonstrate your your lovefor me. So it got to point, Olivia, because, sorry to interrupt, I thing is really important that we take ownership with the this,you know, these three primary emotional needs. We have to be visible, toomuch and to value people. Can only do that to us if westart to do in the first to ourselves, and then we should the way towardsall. That's how we like to be treated the majority of times,like in my case, in my life experience, I didn't see me visible, I didn't see me, you know, I didn't hear that I match.In my life, everybody else matter more than me and I truly didn'tvalue myself. I was at the bottom priority of value everybody else. Soit seemed possible. If we don't do it first to ourselves, the sameit's impossible that we will get in much from other people. So let's takeownership and do it for ourselves and then as well, as you're really sosometimes people there are five languages of Love, love meaning relationships, and in relationshipwe need to be honest with people. You know, if I'm with apartner and my love language is words and for my partner is giving presents, it's not going to work really well between us. But if I tellhim, look, stop the diamonds and...

...tell me I love you, Ilove you every now and then, then of push. If they don't doit, you can react to it, but at least they know it right. So yeah, really good point. And actually, to come at toyour point about valuing yourself, I actually saw something on twitter this morning thatI really liked and I probably not going to remember it exactly correctly, butit was that someone's Dad said to them you believed in Santa Clause for eightyears, but you can't believe in yourself. The thirty minutes and it really madethem stop. My God, and I was like, oh, that'ssuch a powerful eyes so like I'm stealing that. So I'm God, I'vegot to use it on this podcast, because great. But the thing iswe having learned this is skills, because our parents was all about, okay, you need to survive, so we give you the skills and then bekind, be nice, be generously. Baby when and we forget because wethink, I mean, for me, coming from the Catholic backgrounds, likeno, no, it's all about sharing, be kind and this and that,and we forget tell our kids be kind to yourself first. Yeah,I love yourself first, because once we learn how to love ourselves, andfor me still like a journey, they so easy to love for the people, because it doesn't love, it is abandoned, it doesn't leave. Meanthat because we love ourselves with we don't have the space or then I youto love others. Does mean that it's like you love yourself, so iseasy for you to love all this in the same way. So, yeah, anyway, we deviate a little bit by I thought that's a business.Yeah. So, yeah, if we think about from a company point ofview, because we were talking about the future at work. So in myview, companies approach has to be employee centric if they want to be successfulin future. So for years, and May being corporate for so many years, we have used to knowledge to replace humans and drive cost savings. Buttechnology doesn't work on its own. Companies still need humans to make you work. So why not use tech knowledge to help us improve mental fitness, employeesat faction and well being, you see, to help us change our habits andbehavior so we can open rates at our full potential. So it couldbe that there is options for companies to create a DASHBOARDS for management to measurethe mental resilience and emotional well being of the employees, so they can identifyand address the factors leading to burn out and distrust in the workplace, andthis is impacting in many business metrics. So it will be a really goodthing for the business to do so. We will improve the company's performance withan engaged and motivated workforce and, if use correctly, technology can help usto have a better work life balance through...

...remote working. Could be that wegiven the employees well being tooled like an employee system program and outtomate the moremanual tasks so they can get on with more creative ones. So, forme overall, as a summary here, the company is only as resilient ashis people. If employees are anxious, reactive and burnout, every business matricwill be affected, and that is why people need to be at the centerof whatevery entry plans or the utul transformation strategies companies are formulating right now duringthis challenging times for the future. Yeah, we need to reimagine and rebuild therelationship between employees and companies and at heart it has to be a abouthelping employees rebuild the relationship with themselves. Humans are human, and two thousandand twenty has been a tough year. Companies need to create conditions for peopleto operate from a place of strength and calm and empathy, somewhere they canbe curious and somewhere where, you know, they grow in their resilience. Thepandemic has pushed us to change the work environment at a quicker pace thananticipated. I mean the speed which some companies which, let's face it,I've been resisting homeworking for years, have been able to switch to remote workingwas phenomenal. I'm not going to name the names there, but I youknow, I do know companies that have been so against homeworking and so convincedthat, you know, our employees won't work from home, we can't trustthem. Yeah, where you've had to in this case. And guess what? Actually, they're doing absolutely what they can in very difficult circumstances. Butwe mustn't forget that we're not robots, so we can't just be like automaticallyreprogram to work in this new way. It takes time and support and ittakes, you know, learning from our mistakes and reflection and growth. Sowithout prioritizing the human factor, digital transformation and external productivity tools, and Imatter how sophisticated they are, just won't be enough. Leaders need to lendthis and be employee focused. Yeah, and for me, talking about leadership, when I look at the future, I think successful corporate leaders of thefeature. They need to have strong character trays. I was shocked throughout mycareer to see people reaching the top jobs with very little character. So charactertrays like empathy, integrity, compassion, being authentic, I think. Iseriously, or perhaps is my strong hope.

I really hope it will be amust for the future. They have to be more conscious leaders and employeecentric. I mean, when I look at my employees, they were notjust finance managers, they were fathers, daughters, sons. So I lookat them as a holistic human mean not just finance manager the title. Sothere are, for me, therefore, areas that the leaders. They haveto pay a lot of attention and to work really hard and it's not easy. I know it's not easy, but I think it's a must. IsWe need to do it to listen. So for me, don't make assumptions. If you're a manager or CEO or the right listen to your employees andthe most important question to us is what do you need? And then youstay silent until you get the answer. Don't try to feel the silences.Second one is to give show compassion, kindness and understanding. These will goa long way. Thorough one is to simplify, prioritize what is most important, and as will keeping meetings as short and as possible and use very simplemessages, no really long emails. That shows you how clever you are,and prepare before meetings and really review. Do we need this meeting? Onus? And the last one is to connect to humanity. Human means wecrave connection. Connect with your employees by showing you authentic self, showing youthe vulnerable. Say, Oh my God, I'm struggling at home, guys withthese bloody covets, you know, and my kids, and then neuderelationship. Go to a deeper level with your police, because they see you, that you are there with them. And for me, it just rememberthe most powerful question is tell me, how can I help you? Don'tmake assumptions any other area, Olivia, that you can think that companies cansupport the employees. Yeah, I think there are some kind of practical stepsthey can take. But just before I get to that, just something afew things just came up for me. whist you're talking then, the wayyou described the kind of being more conscious leaders and been very employee centric,viewing employees in a more holistic way, it really made me think of thework space as being more of a community and not just, you know,employer and employee. It is really looking at that whole bigger picture of youknow, we're all part of humanity. We're all here to help each other. Yes, we need to make money in pay the bills, but there'smore to it than that. There are human relationships there and there is thatneed to support each other emotionally as well as, you know, just gettingthe task really is you're the skill person and and the other thing we're talkingabout listen and just asking people what they need and then staying silent. Itjust reminds me of Nancy Kleine and her...

...book time to think. So ifyou are a leader and you haven't read that book, that's a very,very good book to read about how to promote thinking within your teams and ideasand how to speak to people. So, yeah, I just wanted to kindof those things came up for me whilst you were talking then and,to be honest, for me. So, you know, if you really thinkabout we spent the majority of our awaking hours with Blis. Know,even with your family. You know, week, go in and check itout. How many hours you spend with Ad Work and how many will yourfamily? So we may stalk to sense that it has to be created inenvironment ways that like you second family. Yeah, and for there you needto dread read then with respect. And Yeah, wanted them to do well. And because everybody wins. You know, when you are kind and you connectwith people, it's good for the given's good for the receiver. IsYou know. Yeah, you, totally makes sense. Yeah, and thosesort of more practed co options. I suppose, of from a so thathry perspective, that it's, you know, looking at your policies, looking atyour homeworking policy, look at your flexible working policy. No, flexibleworking policies aren't just for parents. It might just be that for someone's ownemotional wellbeing, it's better for them to work a slightly different shift pattern thanthe core hours. Remote working what people want to do once this is allover. To people. Are they desperate to go back into the office?Do they wants to a mixture? Do they want to just work from home? You know, survey people find out what they want. There are simplethings. If you are really, you know, really wanting to make somecost cutting exercises and and save some money, but you you don't want to affectyour employee satisfaction too much, look at simple policies like the expenses policyand the travel policy. No one needs to fly first class to a meetingthat they could have vie zoom and no one needs to be staying in afive star hotel. There are some very simple of savings you can make.And then when you're looking at your employee benefits, how can you improve employeesatisfaction through your benefits? It may not be that you have extra money tothrow at them, but what are simple things you could put in place thatwould make people feel better? Simple things like buy and sell and your leave. If you've got some big holiday coming up and you're going to have touse all your annual even one go, you might want to buy a fewextra days to have a few extra days off here and there, and it'snot costing the company anything. They're going to pay you for those days anyway. And then, when it comes to well being, you know, mostcompanies, I would say, do have an employee assistance program. I wouldbe interested to know how much that is utilized, particularly the awareness of allthe things that are available through your employee...

...assistance program, the sort of helplinesthey have for financial assistance or forgetting some extra support at home and things likethat. Do do your employees really know what's available to them? And again, like you were talking about people being vulnerable, be yourself and be vulnerablein front of your employees. If you're a leader and you've used the EAP, talk about it if you're comfortable. Tell you like how good it wasand what you manage to get from it, whether it was counseling or Oh,you know, I was falling behind my mortgage payments and I just neededto speak to someone. You know, what is it that you could kindof helped put out there and show that your human and also look, thecompany looks after you here. We've got all these things things there for you. And then I'm very aware that there are people at the moment who arevery worried about their jobs. They might still be furloughed, they might havealready been made redundant, and I know this is a very scary time.So you need to be kind to yourself. Do what you need to do toget by and pay the bills, but don't forget about your dream.If you have a dream, maybe this is the time to finally go forit, whether that means retraining or doing a bit of a side Hustle,you know, getting whatever work you can to pay the bills, but thenstarting a company on the side and just testing the waters. You know,try and take whatever opportunity you can from you know, if you've been handleda bit of a Shitty card at the moment, I can just just dowhat you can to improve things for yourself. And then, to be honest,when you were mentioning all these different options for companies, when you arein the leadership position, it doesn't mean you're not at all. If youdon't have a clue how to help the employees ask as then yeah, whatdo you need? How can we help? And they would be a mad off. Okay, these things out to spend if we can't afford but thisone's and many times, to be honest, it's a human connection. I haveleaders at the top that they never walk through the floors to say goodmorning. MMM, a good morning from your manager goes a long way.How are you? A Good Morning. So many of the things are sosimple to do if you know doing them already and then just us. Youdon't need to have all the answers and you don't need to feel like,oh my God, what a cropper leader, I don't know what to do.Well, we don't know what to do. We ask because it's betternot to assume and know what they want so we can really provide for whatthey meet, Ye know, rather than so, yeah, so, yeah. This is being an interesting chapter in our podcast. We are at theend. Thank you so much for listening and join us again next time.We just want to take a moment to let you now that we expect thepodcast to be released monthly from now on. We love doing the podcasts and westart in a time when we both were having more free time and aswe became BCI has been more difficult to schedule our diaries. But we wantto keep going because it's our passion project for us. So thank you forlistening and being patient, as we being...

...a little bit inconsistent over the lastcouple of months. Connect with us in instant at naked tooth pot and twitterat Naked Truth and the score pot. Our facebook page is naked truth withcalming and Olivia. Maybe like to collaborate and share your story. Our emailaddress is naked truth, but at GMAILCOM. Tell your friends about us, spreadthe world, stay on us, stay you and stay naked. Bye. For now, I.

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