Sunita Sehmi’s Post

Almost finished reading book by Paul Levy “Industrial/Organizational Psychology: Understanding the Workplace,” reflecting on a few thoughts he mentions in corporate life , silence can be a strategic response in the workplace. It aligns with the concept that actions can be more powerful than words, which emphasizes the importance of behaviour over verbal communication in organizational settings. However, Levy also cautions against the risks of non-action, particularly in allowing negative behaviors to flourish unchecked, potentially leading to a toxic work environment. In big companies, the day-to-day interactions can create a cozy ‘small-town’ vibe among colleagues. But just like in any tight community, it’s easy to get too comfortable and stuck in the same old patterns. Paul Levy’s book suggests that to keep the workplace buzzing with energy, we should dive into conversations and tackle issues head-on. This helps teams work better and stay happy. Plus, welcoming new and different ideas keeps the office from turning into a dull place , but most importantly is that people get rid of denial attitude and be open to change and want to change.

What are the effects of emotional acknowledgment in the workplace? That is the question that 3 researchers teamed up to answer according to an article from The Greater Good Science Center. If you haven’t heard this term before, you might be wondering what it means. According to the article, “Emotional Acknowledgment is the simple act of noticing a nonverbal emotional cue... and mentioning it.” The researchers found that people have higher levels of trust in those who practice emotional acknowledgment. Another interesting insight from this research is that it is “better to be wrong than to be silent.” To read more about this research and the impact of emotional acknowledgment, visit the link: https://bit.ly/3uML40b #emotionalintelligence #communicationskills #buildingtrust

Understanding Emotional Attachment in the Workplace The concept of emotional attachment in modern corporate culture seems to be viewed as a hindrance rather than an asset. We're bombarded with messages advocating for professionalism, detachment, and objectivity in the workplace. But is it truly possible to navigate the intricacies of an office environment without forming any emotional attachments? I believe that denying our innate human inclination towards emotional connection is not only unrealistic but also detrimental to our well-being and productivity. Firstly, it's crucial to acknowledge that emotional attachment is a fundamental aspect of human nature. From infancy, we develop bonds with caregivers, friends, and eventually colleagues. These attachments serve as a source of support, motivation, and social connection. In the workplace, forming healthy attachments can enhance collaboration, creativity, and job satisfaction. However, the notion of detachment often arises from a desire to maintain professionalism and objectivity. While these qualities are undoubtedly important, are they coming to us at the expense of our emotional well-being? Suppressing emotions can lead to feelings of isolation, burnout, and disengagement. So, is it possible to work in an office without any attachment? I believe the answer lies in finding a balance between emotional connection and professional boundaries. We ultimately need to remember that we are humans first and professionals second. Emotional investments are a natural extension of our being and should be embraced rather than suppressed. By acknowledging and navigating our emotions thoughtfully, we can create a more supportive, fulfilling, and productive work environment for ourselves and our colleagues. #leadership #corporate #emotional #emotions #positivity #negativity #human

What are the effects of emotional acknowledgment in the workplace? That is the question that 3 researchers teamed up to answer according to an article from The Greater Good Science Center. If you haven’t heard this term before, you might be wondering what it means. According to the article, “Emotional Acknowledgment is the simple act of noticing a nonverbal emotional cue... and mentioning it.” The researchers found that people have higher levels of trust in those who practice emotional acknowledgment. Another interesting insight from this research is that it is “better to be wrong than to be silent.” To read more about this research and the impact of emotional acknowledgment, visit the link: https://bit.ly/3uML40b #emotionalintelligence #communicationskills #buildingtrust

Let's talk about contentiousness in the workplace. According to a recent study, employees may avoid voicing differing opinions or concerns due to psychological, social, and personality factors. Fear of negative social consequences, lack of a truly safe environment to express dissenting views, introverted personalities, and uncomfortable discussions can all contribute to a lack of conscientiousness. To approach contentious discussions constructively, it's important to maintain curiosity and an open mindset. Instead of assuming your view is the only correct one, approach disagreements with a genuine desire to understand different perspectives. In team settings, it's crucial to ensure that quieter employees feel empowered to voice their perspectives!! How do you approach contentious discussions in the workplace? Share your thoughts in the comments below. Let's work towards creating a workplace culture that values diverse perspectives and constructive conversations. #psychologicalsafety #diversevoices #speakupculture P.S. Franklin was a master of self-discipline and self-control, constantly working to improve himself and his habits.

Navigating Workplace Challenges: A Personal Journey As I embarked on my professional journey, I quickly realized that the workplace is a melting pot of diverse personalities and perspectives. While most colleagues were supportive and collaborative, I couldn't help but encounter a few individuals who seemed to thrive on negativity. One such challenge came in the form of toxic gossip and backbiting. Witnessing coworkers engaging in discussions that seemed more focused on tearing down others rather than fostering a positive work environment was disheartening. Instead of letting this toxic atmosphere consume me, I chose to take a proactive and positive approach. Firstly, I made a conscious effort to distance myself from gossip circles. I redirected conversations toward work-related topics and encouraged discussions that contributed to a more constructive atmosphere. I could maintain my focus on professional growth and development by steering clear of negativity. Understanding that gossip often stems from a lack of information or misunderstanding; I decided to approach individuals directly if I heard something concerning. By initiating open and honest conversations, I aimed to address any misconceptions and create a culture of transparency. This clarified situations and helped build stronger, more trustworthy relationships. In order to rise above the toxic dynamics, I invested time in building a support network within the organization. Surrounding myself with like-minded individuals who shared my commitment to a positive work culture provided a sense of camaraderie and support. Together, we created a small community that focused on uplifting one another rather than succumbing to negativity. Additionally, I consistently demonstrated professionalism and integrity in my work. By consistently delivering quality results and maintaining a positive attitude, I earned the respect of my colleagues and superiors. This not only helped me rise above gossip but also showcased my commitment to a thriving and collaborative work environment. While facing workplace challenges can be daunting, my journey taught me that maintaining a positive mindset, fostering open communication, and building a supportive network can empower any employee to navigate the storm of toxicity. As I share this experience, my hope is that it resonates with others facing similar challenges and inspires them to cultivate a workplace culture that values respect and collaboration. Together, we can create environments where everyone can thrive and reach their full potential. #WorkplaceResilience #ProfessionalGrowth #PositivityPrevails

To allow your neurodivergent employees to thrive in the workplace, you need to stop holding them to neurotypical standards. This includes: ⛔️ Thinking they hate you if they don't attend work drinks ⛔️ Using optional socials as a way to discuss promotions ⛔️ Pulling them aside for 'communication' challenges (without first reflecting on how ALL need to be more understanding and flexible - it's not a one-way street) ⛔️ Giving them all the information needed because you ASSUME they'll make inferences ⛔️ Assuming anything - making assumptions leads to misunderstanding and miscommunication ⛔️ Always expecting them to be the ones to adapt I️ could go on and on, but ultimately, by trying to hold neurodivergent employees to neurotypical standards you are limiting their growth potential and ability to thrive in the workplace. Because we are so preoccupied with masking, and acting a certain way, rather than being ourselves and getting on with our jobs. When I was being held to neurotypical standards I was: 👎🏻 Spending time rewriting emails over and over 👎🏻 My genuine questions met with animosity 👎🏻 My lack of small talk regarded are rude and disrespectful 👎🏻 Preoccupied with my body language, and how people portrayed me 👎🏻 People would not understand what I said (and I could tell), but wouldn't ask for clarity, would pretend they did and move on 👎🏻 I felt lesser than neurotypical employees 👎🏻 I felt that I was the PROBLEM when I'd repeatedly bring up solutions to the difficulties myself and other ND employees were experiencing But more than anything else, I felt that I didn't belong and that I wasn't wanted. So please reflect on how you're approaching workplace culture, and support for neurodivergent employees, it has a much bigger impact on our lives than you may realise. #NeurodiversityAwareness #NeurodiverseTalent #InclusiveWorkplace #NeurodiversityInclusion #NeurodiversitySupport #NeurodiversityEmpowerment

🌟 Navigating Emotional Expression in the Workplace: Challenges, Consequences, and Best Practices. Ever felt a lump in your throat when trying to express how you truly feel at work? You're not alone! Here's a quick dive into the challenges, potential consequences, benefits, and best approaches for expressing emotions at work. Challenges: * Fear of judgment or misunderstanding * Potential for conflict or strained relationships * Perceived weakness or unprofessionalism * Potential Consequences: * Bottling up emotions can lead to stress and burnout * Miscommunication and misunderstandings may occur * Could affect overall team dynamics and productivity Benefits: * Fosters a supportive and empathetic work environment * Enhances trust and communication among colleagues * Leads to more authentic and meaningful connections * Best Approach: Choose the Right Time and Place: Ensure privacy and the right moment for sensitive discussions. Be Constructive and Specific: Focus on the issue, not the person. Use “I” statements to express feelings without blaming. Listen Actively: Show empathy and understanding to build a reciprocal environment. Seek Solutions Together: Approach the conversation with a problem-solving mindset to find common ground. By expressing emotions thoughtfully, we can create a workplace where everyone feels heard, valued, and supported. #WorkplaceWellness #EmotionalIntelligence #MentalHealthMatters

We all bring who we are to the workplace, and stating otherwise would be fooling ourselves. I've been both managed and a manager, and I've noticed that some bosses want to know every little detail, while others couldn't care less, even about important matters. Then there are those who know exactly how to engage on the right things at the right times. When bosses can't stop hovering over every little detail, it’s often more than just a need for control—it can be tied to anxious attachment. These managers feel insecure and need constant reassurance, so they micromanage to feel more secure. On the flip side, some bosses might have an avoidant attachment style, seeming disengaged and indifferent even about important details. This can lead to confusion and frustration within the team. These managers need to work on being more present and involved without becoming overbearing. Then there are those with a secure attachment style. These managers know how to engage with their teams on the right matters, providing support and guidance without hovering. They build trust, delegate effectively, and communicate openly, creating a healthy and productive work environment. Understanding these different attachment styles helps us see why managers act the way they do and what they can do to improve. By addressing anxious and avoidant behaviors and fostering secure attachment, we can all work towards a better, more supportive workplace. Recognizing your boss's style can help you manage expectations and decide whether to stay or move on if it doesn't feel right.