Discrimination in the workplace is a pervasive issue that can have serious consequences for individuals and organisations alike. Recognising the importance of fostering equality and inclusivity, companies are increasingly investing in training modules aimed at understanding and preventing discrimination at work.
Resilience and grit stand as formidable pillars in the edifice of human resilience, serving as essential navigational tools amid life's tumultuous seas. As psychologists increasingly champion their significance for well-being, engagement, and performance, the symbiotic relationship between these attributes becomes more apparent. Grit propels us forward toward our aspirations, while resilience oils the cogs, ensuring momentum persists even in the face of adversity.
Resilience, the bedrock of adaptability, enables individuals to rebound, recalibrate, and thrive amidst the storms of life. It's the art of bouncing back, fortified by internal fortitude and external resources, be it in personal, professional, or environmental spheres. While innate predispositions and external factors influence resilience, its dynamic nature renders it amenable to cultivation through coping mechanisms, support systems, and adaptive strategies.
Complementing resilience is grit—a force of unwavering passion and perseverance propelling individuals toward their long-term goals, despite the hurdles strewn along the path. Coined by psychologist Angela Duckworth, grit underscores the sustained effort and unwavering commitment demanded by ambitious pursuits. Rooted in a clear sense of purpose and relentless determination, grit fosters resilience amidst adversity, distinguishing individuals by their steadfast resolve and unwavering dedication.
Navigating the nuances of resilience and grit unveils a roadmap for personal and professional growth, offering insights into their symbiotic interplay and practical strategies for their cultivation. By embracing their transformative potential, individuals and organisations alike can forge paths of resilience and grit, charting courses toward fulfillment, resilience, and sustained success.
In the evolving landscape of workplace diversity and inclusion, neurodiversity remains a critical yet often overlooked aspect. Neurodiversity, encompassing conditions such as autism, ADHD, dyslexia, and others, intersects significantly with mental health and well-being at work. Understanding and embracing this intersectionality is not just a matter of creating a more inclusive environment; it's about acknowledging the unique contributions and challenges of neurodivergent individuals and fostering their mental well-being.
The principle of "Trust but Verify" transcends its historical roots, evolving into a critical component of modern workplace dynamics. This approach fosters an environment where employees are empowered with autonomy while ensuring accountability through transparent verification processes. The fusion of trust with systematic oversight not only enhances productivity but also nurtures a culture of mutual respect, setting the stage for organisational success in today’s fast-paced business world.
Some of the most globally prominent businesses have, over the past decade, made concerted efforts to recruit neurodiverse talent. Businesses such as SAP, Microsoft, EY and Deloitte have recognised range of benefits of expanding their recruiting methods to attract neurodiverse people to their organisations.
If you notice that something is not quite right with someone at work – they might seem down, withdrawn, more stressed than usual, distracted, or unmotivated – chances are they might need a bit of extra support from the people around them. With R U OK? day coming up on 14 September, here are some tips to help you act on these signs and start a conversation.
Following yet another leadership spill that saw the overthrow of Australia’s recent Prime Minister, the subject of handling conflict at work is clearly uppermost in the minds of people leaders at all levels and sectors of organisation. What can we do to de-escalate conflict before things come to a head?
If you notice that something is not quite right with someone at work – they might seem down, withdrawn, more stressed than usual, distracted, or unmotivated – chances are they might need a bit of extra support from the people around them. With R U OK? day coming up on 14 September, here are some tips to help you act on these signs and start a conversation.
