Supporting emotional regulation: check your ‘inner chimp’

Knowing yourself: Developing emotional literacy

Fostering a sense of belonging: making hot desking work for you

Feeling psychologically safe

Feeling safe, secure and well supported in the workplace is crucial for building personal resilience.  While your organisation is largely responsible for supporting your wellbeing it is also important to nurture your personal sense of safety and security. The following characteristics are particularly important:


<p data-pm-slice="1 1 []">Feeling safe, secure and supported in the workplace is the first Foundation for Wellbeing (FWB). This is crucial to personal resilience. While your organisation is largely responsible for supporting your wellbeing, it is also vital to nurture your personal sense of safety and security.</p>



<p>Reflective pause:</p>



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<p><strong><em>What strategies do I typically use to approach and resolve conflicts in the workplace? How effective have these strategies been in ensuring positive outcomes and maintaining relationships?</em></strong></p>



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<p>While some degree of conflict is unavoidable, and can sometimes enhance both individual and team effectiveness, it can significantly affect wellbeing and job performance. Interpersonal conflict at work can be more damaging than other types of stress, so it must be handled carefully. To assist in this, ask yourself the following questions:</p>



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<li>Do I need to get angry about this? Trying to avoid being angry does not mean suppressing your feelings, as this can result in shame, depression and (possibly) more anger. Instead, try to change your outlook and ask yourself whether what has just happened is something you need to be angry about.</li>
</ul>



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<li>How does anger affect you? Think back to previous situations when you have been angry at work and ask yourself how it affects aspects of your life, both good and bad. Identify the impact on you, your relationships with colleagues, your job performance, your wellbeing and energy, how you feel outside work, and your relationships with family and friends.</li>
</ul>



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<li>Was anger an appropriate response? Did your anger arise from an accurate or logical reading of the situation, or your own interpretation of it? Talk the situation through with somebody you trust who is neutral to the situation (see your <a href="https://staging.isort-frontend.pages.dev/toolkit/individuals/safe-and-secure/quick-wins/using-your-support-networks-creating-your-personal-board-of-directors" target="_blank" rel="noreferrer noopener">Personal Board of Directors</a> in FWB3 Learning Mindset – Quick Win 1.5.</li>
</ul>



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<li>Is your anger out of proportion? Minor things can trigger significant anger. Acknowledging that anger is often a response to something else (e.g. being tired, hungry or angry with someone or about something else) can help you contain your feelings.</li>
</ul>



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<li>Am I taking this personally? We often become stressed and angry in situations that tap into deep-seated feelings of not being good enough or having failed in some way. Be aware of your emotional triggers and challenge your initial reactions.&nbsp;</li>
</ul>



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<li>How can I frame the problem more clearly? Jot down the relevant details, including the points you and the other person/people made during the encounter, and any misunderstandings you think might have occurred. Read it aloud to try to see the situation more objectively.&nbsp;</li>
</ul>



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<li>How did I feel and what did I want? How were you feeling before and during the situation? Was your anger triggered by unmet needs? Did you project your anger onto other people because they misinterpreted what it was you wanted?</li>
</ul>



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<li>Identify your objective: What do you want from this situation? Define your goal in a way that other people can understand. Do you wish to resolve it directly, or tackle an underlying problem?</li>



<li>Be realistic: Having unrealistic expectations of others can set them up to fail, whereas unrealistic expectations of yourself can lead to self-blame and self-punishment.</li>
</ul>



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<li>How can I move on? Shift your focus from what was done to you to what you can do to fix it. Sometimes the best response is just to chalk it up to experience and let it go. This does not mean you have ‘lost’ a battle.</li>
</ul>



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<li>Acknowledge and respect differences: Trying to take another person’s perspective helps you see issues in a different light.</li>
</ul>



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<li>Get moving: Physical activity can help deal with anger, so go for a brisk walk away from the working environment.</li>
</ul>


 Managing and resolving conflict


<p>Focusing on your breathing is a powerful way of calming yourself during times of stress. This exercise only takes a few minutes and can be done anywhere, without other people noticing. Practicing this technique regularly enhances its effectiveness, so consider incorporating it into your daily routine for maximum benefit.&nbsp;&nbsp;</p>



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<li>As you are likely to be doing this at work, it is best to practice by sitting in a chair that supports your back. Make yourself as comfortable as you can with your feet flat, roughly a hip-width apart so you feel grounded.</li>
</ul>



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<li>Let your breath flow as deep down into your belly as is comfortable without forcing it. Try breathing in gently through your nose and out through your mouth. Some people find it helpful to count steadily from 1 to 5. You may not be able to reach 5 at first. </li>
</ul>



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<li>Then, without pausing or holding your breath, let it flow out gently, counting from 1 to 5 again, if you find this helpful. </li>
</ul>



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<li>Keep doing this for 3 to 5 minutes.</li>
</ul>



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<p>Based on NHS advice (full details can be found<a href="https://www.nhs.uk/conditions/stress-anxiety-depression/ways-relieve-stress/"> here</a>).</p>


Calming yourself using a breathing exercise


<p>When working remotely, maintaining regular communication and connection with colleagues can be challenging, especially for those who live alone or are new to the organisation. Using technology to create opportunities for social support and combat feelings of isolation can be helpful. Some ideas are:</p>



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<li>Virtual coffee breaks: Schedule regular virtual coffee breaks or informal catch-up sessions with colleagues using platforms such as Zoom or Teams. Use the time to chat about topics unrelated to work.&nbsp;</li>
</ul>



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<li>Virtual lunches: Coordinate virtual lunch sessions where team members can eat together via video call and have casual conversation.&nbsp;</li>
</ul>



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<li>Online social events: Organise events such as game nights, or team-building activities to provide opportunities for remote workers to bond and have fun together.&nbsp;</li>
</ul>



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<li>Peer support networks: Establish informal peer support networks or buddy systems within your team or organisation. Pair up with colleagues who can provide advice, encouragement and emotional support.&nbsp;</li>
</ul>



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<li>Break the ice: Consider the creative use of icebreakers to help get conversations started, especially for newcomers.&nbsp;</li>
</ul>



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<li>Online communities of interest: Join online communities or forums related to your work or interests. Participate in discussions, ask questions, and connect with like-minded individuals.</li>
</ul>



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<li>Celebrate milestones and achievements: Recognise and celebrate birthdays, work anniversaries, project milestones or other achievements (professional and personal) virtually. This shows appreciation for your colleagues and helps maintain a sense of community.</li>
</ul>



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<li>Open communication channels: Foster an environment of open communication where team members feel comfortable sharing their thoughts, feelings, and experiences. Encourage empathy and support among colleagues.</li>
</ul>



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<li>Check in regularly: Schedule breaks regularly, as colleagues who work remotely are not going to bump into each other accidentally.&nbsp;</li>
</ul>



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<li>Ensure inclusivity: Schedule meetings and events at times that are convenient for everyone wherever possible. Offer flexibility and accommodate varying schedules to ensure that all team members can participate.&nbsp;&nbsp;</li>
</ul>



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<li>Take the initiative: It is important to seek out support, rather than waiting for it to come to you. Take the initiative by organising online events or by taking turns with others.&nbsp;</li>
</ul>



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<p>The ‘<a href="https://staging.isort-frontend.pages.dev/toolkit/individuals/safe-and-secure/quick-wins/building-social-connectedness-using-fika" target="_blank" rel="noreferrer noopener">Fika</a>’ approach in FWB1 Safe and Secure (Quick Win 4.1) can also be adapted for online use to help people feel more connected. </p>


Keeping in touch using technology


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<p>Fika, an important everyday activity in Sweden, involves sharing coffee and sweet treats with colleagues. This simple yet effective practice encourages peer-to-peer support and cultivates the qualities essential for emotional resilience. Fika serves as a sanctuary from the stress of the day and provides an opportunity to bond with colleagues. It plays a crucial role in nurturing team spirit and boosting motivation.</p>



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<p>Establishing a workplace culture that values regular breaks away from the desk can significantly enhance both wellbeing and performance (<a href="https://doi.org/10.1108/S1479-3555(2009)0000007005" target="_blank" rel="noreferrer noopener">Trougakos &amp; Hideg, 2009</a>). So, think about how your team can come together for a Fika break. If coffee and cake are not appropriate, organising a group walk would also embody the spirit of Fika. All that is required is a welcoming space where people can gather and engage in conversation. Fika can be enjoyed both in person and online and helpful tips for organising virtual sessions can be found <a href="https://www.collaborationsuperpowers.com/194-how-to-host-a-virtual-coffee-fika/">here</a>. </p>



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<p>Remember work is not just what we do behind our desks. Informal conversations during breaks like Fika can lead to problem-solving, reflective conversations, and peer-to-peer learning, even when the topics are not work-related. Fika breaks create a relaxed environment where colleagues can engage in meaningful conversations that may spark creativity, collaboration, and personal growth.</p>


Building social connectedness using Fika


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<p>Reflective pause:</p>



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<p><strong><em>What criteria do I use to select individuals for my personal Board of Directors, and how can their perspectives and guidance contribute to my personal and professional growth?</em></strong></p>



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<p>A successful organisation will have an effective Board of Directors.&nbsp; Typically composed of people from diverse backgrounds, the Board brings together a range of skills, talents and perspectives. Beyond providing committed and ongoing support for the organisation, the Board also serves as a critical sounding board, offering valuable critiques and diverse viewpoints on challenges and opportunities facing the organisation.&nbsp;</p>



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<p>Creating your own Personal Board of Directors (PBOD) can help – this is a group of individuals (from in and outside the workplace) who can offer diverse perspectives, support and guidance to help you navigate life’s challenges. Your PBOD act as a sounding board and help you when you face a dilemma, when you need affirmation, or to challenge you.</p>



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<p>Your PBOD will typically need to include people with one or more of the following qualities:</p>



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<li>Someone who is a major support for you personally and professionally</li>
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<li>Someone who can help you be creative</li>
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<li>Someone who is good at coming up with practical solutions</li>
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<li>Someone skilled in networking and relationship-building</li>
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<li>Someone who has years of experience and accumulated wisdom</li>
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<li>Someone who you can accept criticism from</li>
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<li>Someone who knows you better than you know yourself</li>
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<li>Someone with relevant skills and expertise </li>
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<li>Someone who is a role model for you</li>
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<li>Someone who can offer advice on promoting self-care, wellbeing and work-life balance</li>
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<li>Someone who recognises your strengths and skills and the need to celebrate achievement </li>
</ul>



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<p>Remember this is an honorary, unpaid role, so you may need to find ways of reciprocating or showing thanks to the members of your PBOD.</p>


Using your support networks: creating your Personal Board of Directors

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