An entrepreneurial couple from Bedford have launched a new mindfulness business inspired by the challenges faced by their three daughters during the coronavirus pandemic.

Hayley Simpson and Simon Baghomian, of Harrold, created the innovative product - dubbed the little can of can-do - to provide positivity prompts and mindfulness exercises aimed at children aged over eight, to help build a positive mindset and can-do attitude.

A fun and simple tool that allows children to explore mindfulness, living in the moment and creating a sense of calm, the product was created by the husband and wife team, who were driven to create something to help kids take a time-out of their stressful lives and re-set for a moment.

Hayley and Simon with their daughters Amelie, Eva and Ella

The Bedford-based duo have already sold more than 800 cans since lockdown began in March, with sales spanning the whole of the UK from St Ives, to Aberdeen and Belfast.

The unique product has since received the backing of mental health charity YiS (Youth mental Health services), with a portion of the profits raised from sales going towards supporting the Milton Keynes-based charity.

Hayley, business owner and co-creator, said: "As parents to three girls, two of whom are teenagers, we have become acutely aware of the stresses and distractions that kids face these days.

"The constant buzzing of their tablet or phone, the impossible expectations created by social media, the never-ending slog of school and homework, the complications of friendship groups and kids... the list is endless and can take the shine away from the brightest child.

We created our little can of can-do to give daily doses of affirmation and mindfulness exercises, this has become particularly prevalent with the current situation and kids' anxiety levels high with lockdown and the threat of a pandemic."

While they had seen various journals and tools in the marketplace, from their own experience, they knew that not every child will commit to writing something out daily so we wanted to create something quick and fun for kids to engage with, something simple and colourful but that still included important messages about confidence and gratitude.

Hayley added: "Our kids have been involved at every stage of the process and have tried out many of the exercises to see which works best for them.

"We have also partnered with a mental health charity YiS (Young Peoples Mental Heath services) who have endorsed the product, and this has also allowed us 'give back' with money from each can going to help them help kids with mental health problems."

Antonietta, Education and Training Lead at the charity, said: Our charity YiS, supports young people's mental health throughout Bedfordshire and Buckinghamshire through counselling,

education and training; so when Hayley and Simon contacted us about the Little Can of Can-Do, we were delighted to get involved with such a great well-being product for children and young adults.

Messages of mindfulness and positivity can make a real difference to children and teenagers who might need that extra affirmation in their lives, and the cards are great tools to start discussions on mental health and feelings which in turn helps nurture self-belief in childhood which will stay with hem through their life."

Retailing at 15.99 the little can of can-do contains a month's worth of cards (28 in total) with prompts and exercises to encourage gratitude, confidence and positivity.

The cards have colourful and fun pictures to catch the eye one side and a prompt or activity on the other, encouraging kids to stop and appreciate the moment, look at the world more creatively and learn to love themselves.

After 28 days children can save their favourites and stick on the wall and use the colourful can for something else such a pencil holder or makeup brush container!

The Little Company of Can-Do has also created a second can called a Little Can of Can-do Social Media which contains 28 prompts and tips for kids and teens regarding staying safe and happy on social media.

It's aimed at children from teen years upwards and gives quick and easy advice on how to navigate the tricky waters of social media in a positive manner.

Due to customer demand they are also launching, this week, an adult can of mindfulness called the Little Can of Calm.

The materials for the cans and cards have been thoughtfully sourced, all recycled cardboard is sourced in the UK or EU, lowering the distance needed to process it, and helping minimise local emissions.

See the article here:
Creative Bedford couple launch mindfulness business inspired by challenges of lockdown - Milton Keynes Citizen

The police violence we are protesting is not limited to the streets.

In these challenging times, our local businesses need your support. Find out how to get food, goods, services and more from those remaining open.

Millions of men, women and children locked in jails and prisons are subjected to this same violence. Hidden behind cement and steel fortresses, there are no bystanders to video their frequent, unjust and cruel treatment. Due to the deeply rooted rule of deputy discretion, there is rarely accountability.

Our incarcerated brothers and sisters file complaints, but their testimony as criminals and convicts is denied credibility, while the judgment of uniformed perpetrators is unquestioned. The irresponsible grievance system ensures the complaints are filed in the trash.

Having served as a chaplain in a jail, I have been a witnesses to the dominance against the incarcerated, many of whom are poor, black and brown. Daily rights are revoked due to a look or tone. Confinement in a solitary cell can be punishment for a bad attitude. Limbs and digits might be broken during a mental health crises. Medical care has been withheld. All of this happens atop the normalized violence and oppression inherent to institutions that lock people in cages.

While protesting, remember our brothers and sisters in jail, for they struggle to breathe too.

Christa Fisher, Milwaukee

Get opinion pieces, letters and editorials sent directly to your inbox weekly!

Continue reading here:
Brutality in prison can't be ignored -- Christa Fisher - Madison.com

THE GAME DAILY | PAUL HIRST

Wednesday June 10 2020, 12.00pm, The Times

The Premier League returns a week today after a three-month hiatus, but it will not be football as we know it. For the first time, matches will be played in empty stadia, which will be an alien concept for players.

We spoke to renowned sports psychologist Martin Perry, who has worked with top footballers including Aaron Ramsey, about the mental challenge of playing behind closed doors.

How will players be affected by playing behind closed doors?

MP There are two elements: one is attitude and the other is concentration. I think attitude is not going to be as big a problem as you might imagine if a player hasnt played for eight weeks. Its a bit like coming back for the first day of the

Read the rest here:
'If a player is well trained mentally, it doesn't matter if there are no fans there' - The Times

The Covid-19 pandemic will accelerate major structural changes to industries and job losses in vulnerable sectors, said Deputy Prime Minister Heng Swee Keat.

But the Government will support workers to upskill and companies to rethink their business models so that Singapore can overcome the crisis and emerge stronger.

In an interview with The Straits Times and The Business Times yesterday, Mr Heng, who is also Finance Minister, said the world is facing an unprecedented level of uncertainty, beyond what was seen during the global and Asian financial crises.

Because of the "very deep" cyclical shocks to global demand and supply, it is unclear what the shape of economic recovery will look like, he told ST associate editor Vikram Khanna, adding that it depends on how countries cope with significant and accelerated structural changes in three areas.

The first is innovation, as the pandemic forces companies to embark on telecommuting and e-commerce. It has also sparked developments in healthcare such as the development of vaccines and telemedicine, he said.

The second is globalisation. The Ricardian model of comparative advantage - where countries specialise in goods and services in which they are relatively more productive - may be less relevant in today's digital economy, he said, adding that the new pattern of globalisation will place a premium on not just efficiency and productivity, but also resilience and equity.

"You cannot have a globalisation process where big segments of the population feel that they have been left out, that their lives have not become better. And the politics that you're seeing in many of the advanced economies is a warning to all of us on how those changes are going to fracture society and fracture support for better specialisation of labour globally," he said.

The third major change is the future of work. With artificial intelligence and robots able to crunch algorithms and take over jobs done by humans, both high-touch services - such as retail store assistants - as well as managerial and professional jobs will be greatly impacted, Mr Heng said.

"We are going to see a significant reconfiguration of the labour market globally, the rise of the gig economy and freelancers - and this will cause significant stresses in many societies."

Mr Heng had said last month that the Government expects 100,000 jobs to be lost this year due to Covid-19.

Countries that prepare their people for change will be better positioned to seize new opportunities, he said. "There are some business models that will be broken. So if we don't pivot quickly to new growth areas, many businesses will be in trouble."

EYE ON GLOBAL REOPENING OF ECONOMIES

I'm looking with great interest to see how this opening up in some countries in Europe will change the shift of the pandemic. I am hoping that it goes well because it is a very bold experiment. In Europe, the summer holiday is sacred. So, the pressure to open up has been very significant. And we'll see - if it goes well, I think we'll have hope that global aviation and tourism can recover more quickly.

DEPUTY PRIME MINISTER HENG SWEE KEAT

This is why the four Budgets to date focus not just on saving jobs, but also traineeships and skills upgrading, he added.

Under the Fortitude Budget announced on May 26, the Government will set aside about $2 billion under the SGUnited Jobs and Skills Package, which will create 40,000 jobs, 25,000 traineeships and 30,000 training opportunities - about 100,000 positions in total.

Mr Heng said that while change is difficult, Singapore had a head start with its industry transformation in 2016.

"When we started, there were some businesses who were in denial and said, 'Why do we change, what is this big thing that you are seeing?' But I'm glad that more and more are coming on board. During my last meeting with the Singapore Business Federation and Future Economy Council members, it was most encouraging to hear how business leaders are leading the charge for change."

Industry transformation maps (ITMs), which aim to raise productivity and develop skills, drive innovation and promote internationalisation, were launched across 23 sectors and six industry clusters from 2016.

The Future Economy Council, which includes representatives from the Government, unions, trade associations and industry, oversees the implementation of the ITMs, among other things.

Mr Heng stressed that business leaders play an important role in lifelong learning.

"It is no longer just about that buzzword, it has to be embraced deeply by everyone. And I want to make an appeal to the leaders in our companies. As leaders, they play the most critical role in any big change.

"The only way people can learn something and put it to good use is when this is aligned with the company's transformation - so that both workers and businesses see that they are aligned in the same direction, and achieving that synergy."

Could this crisis have a silver lining for Singapore - by accelerating transformation that was happening a bit too slowly?

"That has to be our mental attitude. When something hits us, we should not just sit and moan and groan," Mr Heng said.

"Rather, we should spring up and say: This is now a time for us to accelerate change. This is a time for us to spring up and embrace the change which can serve both the immediate needs of tackling Covid-19, and our longer-term needs."

Read more from the original source:
On how businesses and workers should seize opportunities to accelerate change - The Straits Times

Boro need to wrap Patrick Roberts in cotton wool ahead of their battle to stay in the Championship.

The highly talented Manchester City loanee has a massive role to play in Boros bid to guarantee their ongoing place in this division.

Roberts took little time to settle on his arrival on Teesside and was soon oozing quality and making things happen.

His ability to run with the ball and his close control inside the box will be a key factor in Boros ability to score goals in the final nine games.

All the more reason why Boro need to tread carefully with Roberts away from competitive action, because they will need him on the pitch as much as possible.

But then this applies to the bulk of the clubs attack-minded players.

Jonathan Woodgate has displayed a positive approach to his team plans from day one and will relish the opportunity to have his most creative players on the pitch at the same time.

The three men who lined up behind Rudy Gestede in the last match against Charlton at The Valley will also be vital to the cause.

Woodgate operated with Marcus Tavernier, Lewis Wing and Hayden Coulson behind Gestede. All three have a natural instinct to push forward and create opportunities in the final third of the pitch.

The trio may be relatively young in football terms, but they appear to play without any nerves. This will also prove to be an important factor in the nine-match mini season.

Once the Championship games get under-way again, the current fun football on the training pitch will quickly disappear for those teams near the foot of the table.

The reality of the dog-eat-dog battle for survival will hit home with a bang. Some players will struggle to cope, after having slightly switched off since mid-March.

In this respect Boro are fortunate to have such level-headed kids at their disposal.

When Woodgate pitched them in at the beginning of the season, he stressed that they played without any fear.

This has proved to be correct. It gives the Boro squad an additional ace up their sleeves.

Another crucial ingredient will be the ability of the out-of-contract players to go out and play with clear heads.

There has been a great deal written nationally about the danger of out-of-contract players being worried that they might pick up injuries in the nine games.

Naturally a serious injury picked up in these games would affect their prospects of getting a move to another decent club and at the same time put the futures of themselves and their families at risk.

On the other side of the coin, a positive approach for the out-of-contract players is likely to be more rewarding than a negative one.

These players need to be brave. They must remember that they are effectively putting themselves in the shop window over the last nine games.

Some of them could end up staying at Boro, of course, especially as there is so much uncertainty within the game away from the Premier League.

How many clubs might not have the financial muscle to continue next season, especially if the season must begin behind closed doors?

The existence of some EFL clubs is uncertain. Out-of-contract players everywhere may have to accept that all salaries on offer are going to drop away from the top flight.

The bonus for Boro is that there is a togetherness in the dressing room. There are no reported cliques. Its all for one, and one for all.

In this respect Boro will surely approach these nine games with a strong mental attitude and produce the level of effort needed to keep the club in the Championship.

More here:
Patrick Roberts & 3 other Middlesbrough players who will be vital in relegation run-in - Teesside Live

General News of Thursday, 11 June 2020

Source: http://www.ghanaweb.com

File photo

The Executive Director of Basic Needs-Ghana, Peter Badimak Yaro, has said that not all mentally ill patients are clueless.

According to him, although there is the perception that people who are mentally unstable do not know what they are about, he indicated that some are actually very smart.

Speaking in an interview with Citi FM and monitored by GhanaWeb, he said, they behave abnormal but they are not stupid. Some of them are highly intelligent and very productive.

He explained, So we have to come to terms with the fact that not all ill-health condition makes the person become bedridden or have to lie down looking helpless. But some of them become too active or aggressive and should get the necessary help.

On the issue of treatment, he said many Ghanaians resort to spiritual institutions like Churches to solve or heal affected persons.

He advocated that it is not the right move adding that, We still live in a country where many people don't feel mental health issues should be treated in medical facilities and is rather a spiritual problem.

Peter Badimak Yaro also encouraged the public to support such individuals through maximum attention and care to help them be stabilized.

We cannot pretend to say we have erased stigma. There should be a shift in attitude and support.

Meanwhile, the Chief Executive Officer of the Mental Health Authority, Dr. Akwasi Osei has revealed that a support fund set up by the authority for the society to contribute to the wellbeing of mentally challenged people in the country has been neglected for seven years.

Mental health stigmatisation has been rampant in the African and Ghanaian context with little to no attention or investment made towards curbing the disease.

Send your news stories to and via WhatsApp on +233 55 2699 625.

Read more:
Some mentally ill patients are highly intelligent and very productive Peter Yaro - GhanaWeb

I like the fact there is now a recognised Flexible Working Day, for where would my life now be without flexible work?

Its near unfathomable to me working any other way now.

And I want more men to come and join me and reap the benefits as well, as too many are stuck working to a schedule that, following COVID-19, we have seen an opportunity to overhaul.

When I started my first professional job as a graduate in my early twenties, I thought there was only one way to work: five days a week. I had this reductive attitude for over ten years in my career. I didnt realise how much my upbringing, my school, and my father shaped my attitudes to work. I came from a stable, supportive and loving family, and my dad worked extremely long hours, and traveled overseas and interstate frequently. He was a true captain of industry. I went to a fancy, all-male, overwhelmingly-white private school on Sydneys lower north shore. It wasnt until I was about to have my first child, a baby girl, that I started to release how ingrained the male breadwinner model of manhood was in my psyche. I was never a live-to-work kind of guy, but even still, my own expectations when I became a dad was Id be working full time.

My first conversations with my wife, Julia, about how to share caring responsibilities started from the assumption that shed do less paid work than me, even though we earned about the same amount, were at the same career stage and respected each others ambitions equally. We both assumed she would do more caring than me. We had to deliberately pull ourselves up and challenge our thinking.

Going to a flexible, four-day week schedule was honestly one of the best turning points in my life. This, more than anything, helped us split our caring duties evenly, and ensured we could share the mental load of managing a home with two toddlers running on as much combined energy as the sun. It hasnt hurt our careers and weve kept the family budget from spinning out of control as well. Yes, some weeks are more stressful than others, and some weeks you feel guilty about how you manage the juggle, but overwhelmingly it is a powerfully positive approach.

Id love to see more men, especially senior leaders within companies, embrace Jacinda Arderns recent support for a four day week. The number of fathers working part-time before COVID-19 was tiny. About 4 to 5% of fathers worked part-time to care for children, compared with about 40% of mothers. Too many men feel trapped in a male breadwinner culture that tells them the best way to be a dad is to work long hours. They deserve to have a choice as to how to be a dad. Employers also need to do more. According to the Workplace Gender Equality Agency, in late 2018, only about one in four organisations had flexible working policies, and less than two in 100 employers set targets for mens engagement in flexible work. Surely we can make a silver lining from COVID-19 and dramatically increase both these rates?

Working flexibly has made my life more rewarding. I have had one day during the week to be with my two children and take care of them during this time, and they are the most special moments in my life. We goof around and play games in the warm sun, grab coffees and treats from our local cafes, explore little bush tracks near our house, and watch the winter waves crash on the creamy sands of the northern beaches while we draw pictures with sticks and build castles. To have this time to refocus my mind on what is important in life, to distance myself (even just a little) from work, and to reaffirm my close relationship with my children, is truly priceless. Im a better person for it and it helps with my levels of anxiety and stress generally.

Its also made me way more efficient and ruthless with my time. Im better at hitting the ground running when I start paid work for the day, prioritizing what is important and getting it done with less faffing around. Sure, there are days I hit the doldrums like anyone, and days when I kick myself for not being more productive, but ultimately there is a light year of difference between me working as a young graduate and me working in 2020. I feel I can almost create time from nothing these days. You see guys, it will help your career, not hinder it.

It was almost one hundred years ago that we got our current, rigid work week, courtesy of Henry Ford and his research into how far to push factor workers in making his T-models. We havent driven T-model fords for a long time, so why persist with a work schedule that doesnt match the way we live? COVID-19 has opened up a path to change to a better, more family-friendly way of working. We all deserve more time back in our crazy, busy lives.

Rob Sturrock is a working father of two, advocate and author of Man Raises Boy: A revolutionary approach for fathers who want to raise kind, confident and happy sons out now with Allen & Unwin.

Follow this link:
A four-day work week changed my life and is the best thing I've done for my career - Women's Agenda

12 Jun 2020 | 05:44am IST

Ibonio DSouza

Dont we admire and adore those rare few we come across who have an open-minded and flexible outlook on life? We admire them because people who are open-minded and flexible feel confident and can never get bent out of shape. Indeed, this positive and creative outlook is so essential for welfare of humanity that without it we place our planet and ourselves in great peril.

Oppressive regimes inflict terror and deny human rights because they believe that their way is the only way. Claiming to be the representatives of God on earth, some religious leaders act in the most ungodly fashion. What about our society? Are we able to see things from different perspectives? Can we solve problems in new ways? Can we understand and appreciate the view points of others? If so, why there are so many divorces? How can husbands and wives arrive at a consensus when their thinking, attitude, and perspective are so rigid? Saying I am right and you are wrong is nothing more than an expression of intolerance, narrow-mindedness and rejection.

Being open-minded to new or different ideas allows us to adjust to a changing environment. Much of the stress we experience in life is due to the inability to accept changes. But accept it we must, for it is both inevitable and the very nature of life. When a Mozart symphony suddenly takes a twist in a new direction, we do not get upset because we were not prepared for it. On the contrary, we are delighted by the surprise. Life is not different. It s a symphony. Those who are flexible relish its many twists and turns, ups and downs, ambiguities and uncertainties.

With open-mindedness we learn from past mistakes and willingness to take risks. Sometimes, prominent persons are criticised for changing their minds. They lack consistency and have no strength of conviction, it is argued. But what are minds for, if not for changing? Changing ones mind is not a sign of weakness, but of flexibility and growth. Flexibility promotes mental and physical health because it frees us from stress.

How to cultivate open-mindedness and flexibility? When you are inclined to dismiss someones view point, remember you too may change your opinion in the near future. Therefore, remain open. The more ideas you have to draw upon, the flexible, creative and solution oriented you will become.

Explore different options. When trying to reach a goal why not try a new way of getting there? Step out of the box and choose a different path or option that could lead to a new outcome. Expand beyond traditions to embrace new experiences and ideas outside of your psychological and cultural comfort zones. Instead of reacting to our challenges, we must take time to look at our options more objectively and respond creatively.

The flexibility of mind is a conscious choice, a powerful skill and a valuable approach to the ever changing, always evolving world we live in. We can be firm in our convictions, passionate about our beliefs, and clear about our intentions, and at the same time be flexible enough to make significant changes and be open to new ideas along the way.

Read the original here:
Herald: Being Open minded and flexible - Oherald

by Elizabeth Hofheinz, M.P.H., M.Ed.

Think of the last time you dragged yourself to the office after a rough nights sleep. Wait that was in a pre-COVID-19 world. Instead, you might be dragging yourself to your dining table to work. Now more than ever, it takes energy to work. It takes lots of energy to work at your peak. And in this new climate, your peak may look pretty different.

Despite new and shifting working conditions, the fact remains that the litany of energy-draining things in life do show up at the workplace. And the stakes are extra high if your workplace is an OR.

A role model for proactivity, Johnson & Johnson is not waiting until employees energy reserves run out.

Melinda Thiel is Vice President of Health Systems Value Transformation at Johnson & Johnson Medical Devices Companies. She commented to OSN, Johnson & Johnson is doing its utmost to foster a culture of mental, physical and emotional health in the workplace. We are helping customers to think about investing in their culture in novel ways.

Indeed, Johnson & Johnson offers a suite of resources under its Healthy Workforce umbrella, with one component of the program the Human Performance Institute having a 30-year track record.

Theil said, The genesis of our Healthy Workforce offerings emanated from the work we did in partnering with customers to help bring our expertise and capabilities to those health systems. We have numerous competencies as a healthcare company and have come to appreciate that our customers value and trust our knowledge, so this program is an intersection of customer priorities and J&Js competencies.

Raphaela ODay, Ph.D., is a behavior scientist and Senior Performance Coach and Innovation Catalyst for Johnson & Johnson Human Performance Institute. She commented to OSN, Our overarching aim is to help employees assess their lives in a holistic manner. Its about helping people be their best selves, not just in the context of a work environment, but when they are off the clock as well.

This program creates space for people to explore any discrepancies between who they are at their best and what may be getting in the way of that at different times. What we often observe as individuals explore this concept is that they sacrifice self-care in order to meet the demands and challenges of their environment. In order to get more done they often give up time spent on taking care of themselves. The problem with this approach is that they are eroding the very foundation that supports their ability to get things done in the most effective and efficient way themselves. During times of crisis, this seems to be even more prevalent, because people often feel that self-care is self-centered and they may even have a sense of guilt around it. This is a challenge because it may contribute to a downward spiral.

So what does this program look like?

Dr. ODay notes, The Institute focuses on the science of human performance. Essentially, how one can maximize their energy and foster resilience. Much of the Institutes work is built off of the established research that sprung from the sports world, militarys Special Forces and Fortune 500 CEOs. We have successfully translated this knowledge into resources for healthcare organizations.

At the Human Performance Institute, we offer trainings of varying lengths, as well as a Train-the-Trainer program. In our performance program, we combine behavior science, performance psychology, exercise physiology and nutrition science to holistically train individuals to manage their energy and support their wellbeing.

We also offer a resilience program where participants learn about managing uncertainty, preventing burnout, applying strategic recovery, and building a growth mindset. We have found that both the performance and the resilience programs are pertinent to healthcare and even more relevant given the current pandemic. Although we have always recognized that much of the discussion is about helping build skills and behaviors that close the gap between demand and our capacity to meet that demand, we recognize that the gap is likely more pronounced now more than ever. When speaking with different audiences, we take into consideration that some content areas such as recovery and how we perceive and feel about the current situation has important impact on what we focus our coaching on. It really is about meeting people where they are with evidence-based strategies to support them in the context of their current experience.

So how does this work?

Thiel told OSN, We work with chief wellness officers, CEOs and CMOs who are staunchly committed to investing in their employees. It is evident that there is no one size fits all program. When we work with a company, sometimes we bring in the entire leadership team and take them through the HPI program. Then they bring those resources and skills back to the workplace so that the leadership team can champion it within the system. An ideal example is when, say, the head of orthopedics and the head of nursing attend a training together and then form a united front when it comes to advocating for wellness.

Other companies may prefer to offer the program on-site and bring everyone in for a one-day experience. Another option is a virtual module; the goal is to be flexible so that we can assure that the information is transmitted as widely as possible.

And what are the chiefs saying?

Thiel: We have spoken with a number of orthopedic chairs, who are telling us, I want to foster an environment where people can be comfortable talking about their daily struggles. We want it to be routine for a surgeon to grab a colleague and say, Hey, I need to talk to someone about this case.

Not reinventing the wheel

Most healthcare facilities have some version of an employee wellness program. Thus, we target our efforts in a way that dovetails or builds on what they have already instituted.

Dr. ODay: We talk to leaders about how their own energy and resilience may contribute to the energy and/or resilience of those they manage. Much of the time people are just trying to feel in control in an environment that feels out of their control. Time is finite so one thing we do is encourage a shift from the number of hours you work to the quality of energy that someone brings to their day. That is the first part of the conversation. We help people realize that they have an opportunity to shape the way their day goes, and by extension, the day of those around them.

During times of uncertainty, this is a particularly poignant conversation, since leaders are culture creators. We look to leaders as role models for acceptable and even expected behavior. Leaders have the unique opportunity and responsibility to establish good norms for others. Role modeling behaviors that prioritize self-care, recovery and positive mindset are just a few ways to support others in doing the same. Doing this can support others in recognizing that although we may not always have control over our environment, we can control how we respond. Although not easy, it is empowering to take back control where we can, and when leaders model the same, it maybe a little easier.

Shifting sands of power

The commonand validrefrain is that physicians are losing autonomy. Wellbeing is an area where they can retainand even enhance control no matter what is going on around them. We cover physical health (nutrition, activity, sleep), as well as emotional health (coping skills). We know that these factors are interconnected, i.e., if you are exhausted due to lack of sleep or you cannot be entirely present and focused when you are with a patient, then doctors cannot provide the best level of careto the detriment of all. In addition, we assist participants in identifying a sense of purpose as well as how to live into that daily.

Published studies show that the Institutes programs improve vitality and purpose, and that these improvements are sustained over time.

But they dont rest on their laurels.

Thiel: Part of our process has involved defining measure of success. I just met with a customer in a major healthcare system who told me, We struggle with the concept of ROI because some elements are difficult to nail down. Yes, we want to reduce absenteeism, but it is hard to say which one or two things drive the outcomes. Now some systems are looking at return on value, which is a broader recognition of the value these kinds of programs bring (for example, net promoter scores.)

Buy in critical

Asked how they bring people through the program, Dr. ODay noted, Executives must buy in to the idea and serve as role models for each of the program elements. If the leaders are the first to implement changes, then the rest of the facility will more easily know how to undertake the changes. In addition, if possible, it is best to bring an entire treatment team to the program together as it creates a holistic focus on them in the context of the team as well as their broader lives. We know that every environment has slight differences that contribute to stress, thus having a conversation about how to manage these things in the specific context of that team reinforces new behaviors and builds shared accountability.

Learning to remain steady amidst change

Commenting on cultural shifts, Thiel says, The executives we work with tell us that the thinking is shifting as the healthcare system moves from volume to value. With more and more patients and an increasing pressure to improve profitability, there are special challenges regarding culture. When people are pushed to do more with less, then the way they work is affected.

Dr. ODay indicates that they are laser focused on three areas. We recognize that a challenge such as burnout has a variety of contributors across healthcare. Our goal is to help facilities prepare and manage this complex environment. With this in mind, we focus on supporting individual health and wellbeing through both the holistic management of personal energy and building of resilience. Additionally, we help individuals identify and live into their personal purpose to unleash their performance in both work and life.

Helping individuals be the best version of themselves in this complex environment requires an open dialogue about the holistic elements that come together for optimal physical, emotional, mental, and spiritual wellbeing. Recognizing that these are a combination of individual and organizational factors is important, says Dr. ODay.

Winston S. Churchill said, Its not enough to have lived. We should be determined to live for something.

J&J is bringing that something a whole lot closer for a great many people.

See original here:
J&J Healthy Workforce Program: Bringing Purpose and Productivity to Life - OrthoSpineNews

Global Personal Care Polymer Ingredients Market 2020 by Manufacturers, Type and Application, Forecast to 2025 is a comprehensive study that delivers market data with characteristics, era, and market chain with analysis and developments and increases. The report offers a prompt point of view on the Personal Care Polymer Ingredients market, explaining the industry supply, marketplace demand, value, competition, and its analysis of key players with industry forecast from 2020 to 2025. It speaks about the market major leading players, market size over the forecast period from 2020 to 2025, segmentation analysis, market share, current market trends, movements, and major geographical regions involved. It contains data to develop the strategy and gives better connections to the customers.

Market Synopsis:

The research highlights also contain competitors landscape, market rivalry, and the environment with the addition of a SWOT, Porters Five Forces, and Maturity analysis. The report then takes a look at the market segmentation concerning the product and type, end-client applications, regional control, and market plans. The product and business strategy of some of the key vendors in the global Personal Care Polymer Ingredients market are additionally studied in the report. The report analyzes the market dynamics by looking at the business regulatory framework, technological advances in associated industries, and the strategic avenues. The market report examines this market on the basis of its market sections, major geographies, and present-day market patterns.

DOWNLOAD FREE SAMPLE REPORT: https://www.marketsandresearch.biz/sample-request/63972

NOTE: This report takes into account the current and future impacts of COVID-19 on this industry and offers you an in-dept analysis of Personal Care Polymer Ingredients market.

This report focuses on the global top players, covered: Eastman Chemical, Croda, BASF, Lubrizol, AkzoNobel, DowDuPont, Air Products and Chemicals, Ashland, Lonza

In market segmentation by types, the report covers: Surfactants, Emulsifiers, Emollients, Rheology Modifiers, Others

In market segmentation by applications, the report covers the following uses: Skin Care, Sun Care, Hair Fixative and Film-Former, Color Cosmetics, Toiletries, Others

If opting for the global version of global Personal Care Polymer Ingredients market analysis is provided for major regions as follows: North America (United States, Canada and Mexico), Europe (Germany, France, United Kingdom, Russia and Italy), Asia-Pacific (China, Japan, Korea, India, Southeast Asia and Australia), South America (Brazil, Argentina), Middle East & Africa (Saudi Arabia, UAE, Egypt and South Africa)

Key Outcomes of Report:

The statistical and analytical information is represented in graphical and tabular format for easy understanding. The report gives an advance considering the point of view on various factors driving or controlling the market development. All the marketing channels, traders, distributors, suppliers, manufacturers of Personal Care Polymer Ingredients are covered in this study. The report comprehends manufacturing cost structure, raw material, and providers, producing process, industry chain structure. The report portrays market value and volume, regional analysis, emerging segments, limit investigation, deals examination, and deals value examination.

ACCESS FULL REPORT: https://www.marketsandresearch.biz/report/63972/global-personal-care-polymer-ingredients-market-2020-by-manufacturers-type-and-application-forecast-to-2025

Marketing Strategies Carry Out As Below:

Customization of the Report:

This report can be customized to meet the clients requirements. Please connect with our sales team ([emailprotected]), who will ensure that you get a report that suits your needs. You can also get in touch with our executives on +1-201-465-4211 to share your research requirements.

About Us

Marketsandresearch.biz is a leading global Market Research agency providing expert research solutions, trusted by the best. We understand the importance of knowing what global consumers watch and buy, further using the same to document our distinguished research reports. Marketsandresearch.biz has worldwide presence to facilitate real market intelligence using latest methodology, best-in-class research techniques and cost-effective measures for worlds leading research professionals and agencies. We study consumers in more than 100 countries to give you the most complete view of trends and habits worldwide. Marketsandresearch.biz is a leading provider of Full-Service Research, Global Project Management, Market Research Operations and Online Panel Services.

Contact Us Mark Stone Head of Business Development Phone: +1-201-465-4211 Email: [emailprotected] Web: http://www.marketsandresearch.biz

Global 1, 3-Dicaffeoylquinic Acid Market 2020 Key Players, Industry Size, Share, Segmentation, Comprehensive Analysis and Forecast by 2025 Global Palmitoyl Glutamic Acid Market 2020 Key Players, Industry Size, Share, Segmentation, Comprehensive Analysis and Forecast by 2025 Global Sodium Palmitoyl Glutamate Market 2020 Key Players, Industry Size, Share, Segmentation, Comprehensive Analysis and Forecast by 2025 Global Magnesium Palmitoyl Glutamate Market 2020 Key Players, Industry Size, Share, Segmentation, Comprehensive Analysis and Forecast by 2025 Global Sodium Lauroyl Glutamate Market 2020 Key Players, Industry Size, Share, Segmentation, Comprehensive Analysis and Forecast by 2025

Read the original post:
Global Personal Care Polymer Ingredients Market 2020 Key Performance, Top Players, Segmentation, Future Plans and Forecast to 2025 - Cole of Duty