WellBeing World Spring 2020

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Channel Islands Edition ISSN 2516-3426


Spring 2020 – February/March/April 2020 Happy | Healthy | Inspired


s roceed sales p n to of the io it ed of this ated to be don ooks C Caring ey e J f o rs


Authenticity: Are You the Real Deal? Calling All Leaders in WellBeing – Awards Now Open Workplace Mental Health and Wellbeing: Moving Mainstream Work Emails in the Evening – Yes or No? Six Tips for Stay-at-Home Dads


Coping with Winter Aches and Pains Walking is Good for You – and a Return to Kindness Wellbeing the New Integrity Frontier 7 Steps to “Real” Confidence Eating Healthfully with Plant Based Foods … and much more to inspire, relax and make you FEEL GOOD!


Building Transparency and Trust



WORDS: Beverley Le Cuirot, Founder and Editor

Welcome to our ‘Authenticity and Confidence’ edition. Steve Jobs delivered his now-famous and the most watched graduation speech 12 months after his cancer diagnosis. His words were not meant to be dramatic, simply real. He reminded the enthralled audience that “Almost everything – all external expectations, all pride, all fear of embarrassment or failure – these things just fall away in the face of death, leaving only what is truly important.” He went on to say that we shouldn’t be trapped by dogma, and we shouldn’t let the noise of the opinions of others drown out our own inner voice. Instead, we should have the courage to follow our heart and intuition; they already know what we truly want to become. He concluded: “Everything else is secondary.”

Their findings reveal that when people are in relationships in which they feel accepted, understood and valued, they drop their defences. They naturally begin to examine themselves psychologically, accommodate new information and live more authentically. What’s more, the latest studies reveal that it is authenticity that leads to true happiness.

Authentic people do indeed know themselves. They are able to listen to their inner voice and they understand the complexities of their feelings. Authenticity is our natural state. However, balancing the process of realising one’s own needs while living and working together with others, and meeting the needs of those relationships, is not always easy.

This edition has been another great joy to publish; especially so having had the opportunity to consult with the many contributors from all over the world who have so kindly shared their insights on authenticity and confidence; and so often, demonstrating how one leads to the other.

To be authentic, we need to be able to face up to the truth about ourselves, no matter how difficult we might find it; the alternative is that we become confused about our emotions and make poor decisions for ourselves, instead doing what we think will please others.

A wonderful way to start a new decade, thank you all. I hope you enjoy reading it as much as we enjoyed working on it.

Stephen Joseph and colleagues have pioneered groundbreaking research into authenticity, drawing on the solid science of positive psychology to develop what has become one of the gold-standard tests for assessing authenticity.

Beverley beverley@wellbeingworld.je

If you would like to buy yourself, a friend, colleague or loved one a subscription to WellBeing World magazine, please visit: www.wellbeingworldmagazine.com Alternatively, please speak with your Employer and suggest to them that they join our Employer Scheme to purchase copies for your organisations – we’d be eternally grateful to you. Thank you. 3



12 Introducing our International Guest Contributors … And our Local Expert Contributors

FEATURE – AUTHENTICITY Wellbeing the New Integrity Frontier - Dr Sarah Hattan Have You Lost Who You Are? Three Ways to Reconnect with Your Most Authentic Self - Fiona Moss Authenticity: Are You the Real Deal? - Royston Guest

WHAT’S NEW ‘This Girl Can’ Turns FIVE! Walking is Good for You! - Alex Wiles New UK Report Heralds a Return to Kindness Getting to Know Cannabis – CBD and Anxiety? Does it Really Work? - Sophie Anderson and Michael Rabet The Trends to Look Out for in 2020 – Beverley Le Cuirot A New Measure of Sustainable Wellbeing Are You Ready for World WellBeing Week?

10% of the sales proceeds of this edition of WellBeing World will be donated to Caring Cooks of Jersey who believe that good food and nutrition from birth and throughout a child’s life is crucial to successful development, in all areas of their lives. More info: www.caringcooksofjersey.com


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LEADERS IN WELLBEING Leaders in WellBeing Summit |Awards | Expo 2020 is Launched! Calling All Leaders in WellBeing! The Awards Are Now Open Be Yourself; Everyone Else is Taken – Aidan Kearney Campaigner Who Wants the World’s Workplaces to be More Compassionate to Mental Ill Health – Geoff McDonald 7 Steps to “Real” Confidence – Natalie Clare Sustaining your Wellbeing and Resilience in a High Performance Work Culture – John Binns MBE People Don’t Leave Jobs, They Leave Toxic Work Cultures – Dr Amina Aitsi-Selmi

WORK Authenticity Promotes Wellbeing in Life and At Work – Mark Travers Performers at OK Companies Should Be the New Normal – Suzanne Lucas The Benefits of a Vibrant Workforce - and the Role of Authentic Appreciation in its Creation – Dr Paul White The Changing Face of Corporate Health and Wellbeing – Kim Davies How to be Authentic at Work – Andree Funnell

WORK-LIFE BALANCE Work Emails in the Evening – Yes or No? – Beverley Le Cuirot How Confidence Is In Your Power – Kate Wright Finding One’s True Self – I Did, You Can Too! – Carol Le Quesne

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MIND Workplace Mental Health and Wellbeing: Moving Mainstream – Claire Farrow Authenticity and Mental Health – Ruth Cooper-Dickson It’s How We Handle ‘Stuff’ that Makes the Difference – Clair Cousins How to Overcome Destructive Perfectionism – Dr Anne Whitehouse

FOOD Eating Healthfully with Plant Based Foods – Susan Burry

HEALTH How Acupuncture and Massage Can Help – Lorna Jackson

BODY Coping with Winter Aches and Pains – Jan Vickery


Thank You and Disclaimer:


In the Midst of Chaos There is Opportunity – Doc Snook 56 58 60 62




WOMEN’S HEALTH How Exercise Can Help the Menopause and Beyond – Nathalie Le Mottee and Paula Mitchell … And How Nutrition Can Help … - Susan Burry



Six Tips for New Stay-at-Home Dads – Andrew Karpisz 76 What I Want My Daughters to Know – Heather Plett 78 Happiness: Why is Happiness so Important in My Parental World? – Sebastian Kopanski 80


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Small Changes to Save the Planet – Jen Gale Why Thrift Shopping Makes Me Feel Good – Lorraine Pannetier



Book Review – Authenticity and Confidence



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WellBeing World would like to thank all of our contributors, members and advertisers for making our magazine what it is; and to you, our readers, for your support. We aim to bring you properly researched information that enables you to make wise health decisions and which support your general health and wellbeing.

Although every effort is made to ensure the veracity of published information, WellBeing World and its Directors and Publishers cannot be held responsible for the information contained herein or for the views and actions of individual contributors. All contributors are qualified to practice in their own fields of expertise. If in doubt, please consult with a medical practitioner before acting on health information received.



Introducing our UK & International Guest Contributors: We are delighted to welcome so many distinguished authors, thinkers and inspirational experts from around the world.

Aidan Kearney

Dr Amina Aitsi-Selmi

Andree Funnell

Andrew Karpisz

Performance & Business Psychologist

Founder & MD, Next Generation Coaching & Consulting

Author, Consultant and Workplace Wellbeing Expert

Freelance Writer and Proud Stay-at-Home Dad

Dr Anne Whitehouse

Claire Farrow

Fiona Moss

Geoff McDonald

Author & Women’s Empowerment Expert

Global Director of Content, Mad World Summit

Health and Life Coach

Global Mental Health Advocate, Campaigner & Consultant

Heather Plett

Jen Gale

John Binns MBE

Mark Travers

Teacher, Writer, Coach, Retreat Host, and Facilitator

Author of The Sustainable(ish) Guide and Environmental Campaigner

CBT Trained Business Coach, Vice Chair MIND UK, City Mental Health Alliance

Author on Psychology, Human Potential, and the Science of Success

Dr Paul White

Ruth Cooper-Dickson Thought Leader and Positive Psychology Practitioner

Dr Sarah Hattam

Sebastian Kopanski

GP and Founder of Concilio Health

Teacher, Coach, Trainer, Writer

Psychologist and President, Appreciation at Work 6


...And our Local Contributors:

Alex Wiles

Beverley Le Cuirot

Carol Le Quesne

Clair Cousins

Manager, Jersey Mencap

Founder, WellBeing World & Leaders in WellBeing

Founder, Feathers Healing

Managing Partner,The Resolution Centre

Doc Snook

Kate Wright

Kim Davies

Lorna Jackson

Founder, Polaris Consultig

Founder, Arbre Consulting

Corporate Health & Wellbeing Manager, Rossborough Healthcare

1st BSc (Hons) MBAcC AFN

Founder, Health Point Clinic

Lorraine Pannetier

Michael Rabet

Natalie Clare

Nathalie Le Mottee

Intuitive Copywriter Founder,The Soulful Word

Co-Founder, Bomedibles

Natalie Clare Consulting

Managing Director, Healthhaus

Paola Mitchell

Royston Guest

Sophie Anderson

Susan Burry

General Manager and Personal Coach, Healthhaus

CEO, Pathways Global

Co-Founder, Bomedibles

RD Nutrition Specialist at Healthhaus and Founder, NutritionU



Wellbeing the New Integrity Frontier WORDS: Dr Sarah Hattam GP and Founder of Concilio Health, a workplace wellbeing consultancy

I recall vividly one of the first patients I ever looked after in my first practice – a delightful lady in her late 80’s who I shall call Mrs H. She lived alone in one of the local alms houses and simply on fairly meagre means. She was always smiling and never idle. In the winter she would crochet hats for the practice staff. And she’d often bring in a jar of her home-pickled onions as a thank you. But none of us were able to convey our thanks for her hand-made gifts as effusively as we might have wished. Because Mrs H was as deaf as the proverbial doorpost. Her profound hearing loss the result of noise exposure from years of manual work in northern cotton mills. In 2020, it’s an unthinkable travesty that anyone should suffer a permanent health deficit from an avoidable occupational hazard. And thankfully the implementation of robust health and safety legislation means that such scenarios now belong to a bygone era.

My first year as a junior doctor was gruelling. In the days long before the European working time directive, I regularly worked a 90-100 hour week. Stress and exhaustion were constant companions. Five years of medical school felt inadequate to deal with the life and death decisions that had to be faced daily. This was coupled with chronic sleep deprivation, lack of effective recharge, and riding a blood sugar roller coaster which was fuelled more heavily than intended by thank you chocolates on the wards. After a particularly gruelling weekend on call, I broke down in tears at the end of a 56-hour shift and couldn’t return. I had “burnt out”.

As a GP, I listen to, support and treat many individuals with "Awareness itself doesn’t solve the stress and mental health issues. But can you imagine how problem. It’s akin to local emergency I also see time and again the crass it would have been if my cause and effect of unhealthy supervising consultant had told services noting a high frequency of work patterns, cultures and me to hang on in there because accidents at a local black spot but doing it was “free fruit Monday” practices. Sadly, over the years, I have observed the fallout and there was a mindfulness nothing to change the road layout or from these. Less obvious session on at lunchtime. I’ve slow the traffic." initially perhaps than the loss nothing against mindfulness by of a vital sense like Mrs H. But the way. When I tell this story, the personal and relational distress caused by stress, anxiety people laugh at the sheer stupidity of these suggestions. and depression can have long-lasting effects too. And yet in my experience, too many organisations take a similarly tokenistic approach to wellbeing. As HSE research indicates, the UK has an epidemic So how can organisations in 2020 address of work-place stress and mental ill health. A recent wellbeing in a truly authentic way? article in the BMJ suggests that, although new figures We are awash with mental health awareness days and from the Office for National Statistics falling employee social media campaigns telling us that it is okay not to be sickness absence last year, this statistic probably hides okay. This is progress. Undoubtedly the stigma which the burgeoning problem of presenteeism – coming in creates greater barriers to disclosure of a mental health to work when ill. And research from the CIPD finds difficulty than a physical health condition is reducing. that presenteeism levels are considerably higher when individuals experience mental ill health compared with But. physical health problems.



Awareness itself doesn’t solve the problem. It’s akin to local emergency services noting a high frequency of accidents at a local black spot but doing nothing to change the road layout or slow the traffic.

of our human physiology will never reap the performance dividend that an authentic and evidence-based wellbeing programme can deliver. Real return on investment and a tangible impact to their bottom line.

Mental health first aid is a great initiative. But I’ve seen many businesses proudly displaying the MHFA kitemark without any real intent to address healthier ways of working for their staff.

Our methodology measures multiple factors which impact employee wellbeing. We tease out the effects of these on the performance of staff. Our analysis will show you the relative impact of these. And we’ll work with you to drive that critical performance improvement through wellbeing.

If workplaces are going to be truly transformed, if we are really going to hit the performance sweet spot, we must not relegate “wellbeing” to a zone of tokenist one-off events. We need a data-driven approach which teases out all the factors that are truly affecting colleague wellbeing within our businesses. Reliable data which will determine which direction of travel will improve both wellbeing and performance. Herzberg, a well-respected organisational psychologist, found that people are not truly engaged and motivated in work until the so-called “blockers”, the things which demotivate staff, are addressed. And a successful wellbeing programme starts in the boardroom. The NICE guideline on best practice for workplace health (NG13) states that wellbeing needs to be championed and role-modelled by the top team and embedded at every level of an organisation. Because organisations that work in ways that go against the grain

Many leaders are blind to the consequences of poor sleep within their organisations. Sleep, or lack of it affects every higher executive function of the human brain. Not to mention susceptibility to stress, poor mental health, weight, energy and immunity. The Academy of Management Journal notes an association between suboptimal sleep and poor line manager behaviours (“You wouldn’t like me when I am sleepy” Barnes et al Nov 2014) showing that a lack of sleep has both direct and indirect consequences on colleagues in the workplace. My hope in 2020 and beyond is that in the sphere of workplace wellbeing we’ll see a move away from mere awareness and a willingness to embrace an authentic and integrated approaches which unlock the potential in our people to yield a performance uplift. Because wellbeing strategies are good but performance improvements are better.

More info: www.conciliohealth.com



Have You Lost Who You Are? Three Ways to Reconnect with Your Most Authentic Self. WORDS: Fiona Moss

Who are you? Have you asked yourself this recently? Do you know what you stand for, what makes you tick, what your purpose is? Or have you completely forgotten who you are? Have you forgotten what it means to be you? We live in a society of comparison, obsessed with fitting in, of keeping up so that we don’t get judged for being different. And as we busy ourselves, trying to keep up, as we overload our to do list with what we think we should be doing, we forget what we want to be doing, we lose sight of our values and our passions and we lose the very essence of who we are.

we enjoy which may be outside of the norm, because they just don’t ‘fit in’.

But how much of your busy schedule allows you to demonstrate your individuality? Or by the constant act of conforming, are you sacrificing your authenticity? As you do everything that you think you should be doing in your career, in your personal life, in the gym, how much are you really being you, how much are you doing things that spark a passion, that connect to the most authentic version of you? Or have you become so transfixed on keeping up with what you should be doing, that you no longer know what it means to be you are more?

Embrace your vulnerability

Overtime we have created habits and routines that society has promoted to ‘make our lives easier and better’. But as we conform, we consequently inhibit our authenticity, we stop doing things


Whilst these habits and routines maybe ingrained in our lives, that does not mean that there are not ways and means to shake them up, to make space for the real you, to rediscover who you really are, to relight the spark inside of you, to be authentic. We worry that by being vulnerable we will expose our gaps, our shortcomings, we will leave ourselves exposed to be judged, a position we fear and proactively avoid. As a result we put a filter on our life, we showcase only certain parts, to limit this vulnerability and as such this is why we conform to social ideals, to protect our most vulnerable self. But in this act of self-protection, we filter out our authenticity and slowly we become less of our true self. We don’t expose our (sometimes different) opinions or experiences, we don’t challenge the social norms, we often sit on the fence because we worry that if we did something different, we wouldn’t be approved of and we would be left vulnerable, disliked, judged, alone.

But we all have a vulnerable side, we all have weaknesses alongside our strengths, we all struggle from time to time. When you embrace your vulnerability, and you recognise that this is what makes you human, you offer yourself a chance to explore, to discover passions, to better understand your values, to learn from your weaknesses and to grow. It allows you to get clearer on what it means to be you and what you want from your life. So learn to embrace your vulnerability, embrace the idea of failing, embrace judgement, embrace imperfection, embrace how this allows you to grow and embrace this as a part of who you really are.

Get passionate

What excites you? What gives you butterflies? What gives you enough confidence to make you walk taller? What do you LOVE? My guess is that you are so caught up in conforming that you don’t even know what those things are anymore? So start to acknowledge what excites you, discover new environments, step outside of the norm, wear something different, travel somewhere unheard of, read a different book and reconnect to your passions, no matter how random, how un-conservative. Be bold, embrace your vulnerability and allow yourself to Get Passionate.


Be clear on your goals … And be fearless in achieving them.

In your busy lifestyle, whose goals are you working towards? Is your long to do list helping you to get where you really want? Or are you spending so much time doing what you think you should be doing, that you haven’t reflected on your own goals? As we get so swept along with the process, with society, we lose sight of our goals and of our purpose and with this we lose our authenticity. So allow yourself time to reconnect, what do you really want from your life, what do you stand for? Get clear on your goals, be specific in the details and fearlessly pursue them. Those people who stand out, who are authentic in everything that they do, know their goals, they know what they stand for, they are prepared to Embrace their Vulnerability, to Get passionate and to go after exactly what they want.

"So learn to embrace your vulnerability, embrace the idea of failing, embrace judgement, embrace imperfection, embrace how this allows you to grow and embrace this as a part of who you really are." When we lose ourselves within the relentless demands of our society, rediscovering our authenticity can seem a momentous challenge - momentous but not impossible. When you commit to challenge yourself, your habits, your routines, your mind-set, when you put simple changes in place, when you stop trying to keep up, to conform, you get closer to you; you and your most authentic self.

Fiona Moss is a leading health and life coach supporting women who feel ‘stuck’ to rise up from low self-esteem and overcome periods of stress and burnout. She helps them to build back up their self-worth, grow their confidence and by teaching them the importance of putting themselves first she helps them go from stuck to limitless.

More info: www.fionamosshealth.com – visit Fiona’s website for more inspiring advice and download her free workbook ‘5 Habits to Build Your Self-Esteem’. 13


Authenticity: Are You the Real Deal? WORDS: Royston Guest

There is one trait that stands head and shoulders above the rest. One trait which eats strategy for breakfast, one trait which if you get it wrong can discredit you and your brand (personal or business) in a second. This trait is one of the most important for me as it is the ‘glue’ that binds all the other traits together. Or you could think of it as the hub. Authenticity. Authenticity is about being the real deal. Authenticity is about being clear on what you stand for, the values that drive your thinking, and the filters through which you define your behaviour. Authenticity is about having an unwavering determination that no matter what happens, you will never compromise your core values and beliefs; that you will remain true to who you are and what you stand for. Whatever attributes you use to describe yourself – determined, driven, loyal, consistent, caring – you have to be authentic. You have to be the real deal. I often use the expression “people never consistently do who they aren’t”. Now, I know the sentence is grammatically incorrect, but it’s written that way to stop you in your tracks, to make you think. People never consistently do who they aren’t. When individuals are not authentic when they are not ‘being’ the real deal, two things happen. Firstly, their façade starts to slip. Whether it’s when


they’re under pressure, or overconfident or when their guard is down, their true-self starts to emerge. You notice inconsistencies in their manner; you begin to question their motives, you may start to ask ‘can I trust this person?’ Which leads me to the second thing. Authenticity goes hand in hand with trustworthiness. Good business and personal relationships are based on trust. We like to interact and do business with people we feel comfortable with and who we have some degree of trust and rapport. Where there is high trust, some of these relationships ripen into long-lasting friendships. And yet trust can be destroyed just as quickly. In society today, trust is genuinely broken across the market place. In a world which has created so much uncertainty and where trust is broken between nations and individuals, the one thing people are looking for more than ever is connection; connection to individuals who are the real deal, who are authentic, who are values-driven with integrity and moral principles and standards. Just think about the people in your life whom the previous paragraph might describe. These are probably the most significant people in your life, your closest friends and most honoured members of your family. But how many of these are there?

"You can’t make claims about how you are and then act differently – not if you want to be believed."

For most of us, there are only ever a few people who we can rely on throughout our lifetimes. Although the individuals may change as relationships evolve and new people come into our lives, the number of people we can depend upon without question is always going to be very small.


You can’t say one thing and do another. You can’t make claims about how you are and then act differently – not if you want to be believed. I could talk for an age on this trait, but instead, I’d like to present you with a poem that I frequently share at my keynote and workshop engagements. It’s one of my favourite poems. It’s by Peter ‘Dale’ Wimbrow Snr and first appeared in print in 1934, and it is just as true today: ‘When you get what you want in your struggle for life, And the world makes you king for a day, Just go to the mirror and look at yourself, And see what that man has to say. For it isn’t your father or mother or wife, Whose judgment upon you must pass. The fellow whose verdict counts most in your life, Is the one staring back from the glass. You may be like Jack Horner and pull out a plum, And think you’re a wonderful guy, But the man in the glass says you’re only a bum, If you can’t look him straight in the eye.

He’s the fellow to please – never mind all the rest, For he’s with you clear to the end, And you’ve passed your most dangerous difficult test, If the man in the glass is your friend. You may fool the whole world down the pathway of years, And get pats on the back as you pass, But your final reward will be heartache and tears, If you’ve cheated the man in the glass.’ I suggest you read the poem a few times and then take a few quiet moments to think about how the message applies to you and your life! Are you the real deal? Is authenticity the bedrock of your being? It is for inspirational individuals and leaders. They know that energy spent being something they’re not is energy they could better apply to building success. What is your mirror telling you?

More info: www.roystonguest.com

Royston Guest is a leading authority on growing businesses and unlocking people potential. Entrepreneur, author of #1 best-seller Built to Grow and RISE: Start living the life you were meant to lead, CEO of Pathways Global and founder of The Business Growth Pathway and Pti Worldwide.



‘This Girl Can’ Turns FIVE! ‘This Girl Can’, the nationwide campaign created by Sport England to get women and girls moving, regardless of their shape, size or ability, turns five this year and with it heralds a new push for 2020 highlighting the persistent barriers that keep women from getting active. Whereas in previous years, the campaign looked at the emotional and practical hurdles to physical activity, this year’s focus spotlights the societal barriers that continue to prevent many women from feeling able to join in. The campaign still celebrates women of all shapes, sizes, abilities and backgrounds, and in 2020 it will explore topics ranging from menopause and support networks to disability and LGBT+ inclusion. Back in 2015, research showed a mix of practical and emotional pressures stopping as many as 40% of women from being as active as they would like to be, including fear of judgement, lacking confidence, and not having enough time. That’s why the ground-breaking campaign was born, seeking to challenge the conventional idea of what exercise looks like, and celebrating active women who are doing their thing no matter how they look, how well they do it or how sweaty they get. Now, five years on, Sport England want to inspire more women and girls to wiggle, jiggle, move and

prove that judgement, time, money and energy are barriers that can be overcome. Lisa O’Keefe, Sport England Director of Insight, hopes the new campaign will convince women they don’t need to be in shape or super confident in their bodies to take part. She said: “This Girl Can is about helping women feel confident, so they can overcome the fears about being judged that our research showed was stopping many from getting active. “Since we launched five years ago, we're seeing more relatable images in advertising and social media, but there's a long way to go until women's lives are being shown in a realistic way. “We've designed new ads to show things we're still not seeing – women using exercise to manage period symptoms or juggling motherhood – all while celebrating women of all shapes, sizes, abilities and backgrounds.”

More info: www.thisgirlcan.co.uk Call to Action!

Sport England is also partnering with local authorities, organisations and community groups to develop fitness programmes for women and it is launching a community fund to help applicants set up activities. Jersey, let’s get involved and let’s get moving! 16


Walking is Good for You! Jersey Mencap South Coast Charity Challenge WORDS: Alex Wiles, Manager, Jersey Mencap

With Jersey recently voted as one of the top walking destinations in Europe, the Island offers such variety with tranquil lanes, beaches and coastal paths right on our doorstep. Many of us choose walking as a great way of getting some fresh air and the benefits of regular walking are well documented. Walking can help aid circulation, top up vital vitamin D levels and improve wellbeing both physically and mentally. Just 20 minutes a few times a week will make a difference and can be done and dusted in the time it takes to drive to the gym.


For some, having a goal in mind to work towards is their motivator and this might be to register for one of the charity events. Take, for example, the South Coast Charity Challenge! It’s a well-established charity walk and has been an annual fundraiser for Jersey Mencap since 2006. The 15 mile walk starts at La Rocque and hugs the stunning south coast of our Island taking in many of the beaches and cliff paths. With much of the route on the flat, this walk is seen by many as enough of a challenge but still achievable.


The walk regularly attracts over 400 walkers who once registered, will receive a South Coast Charity Challenge t-shirt and are encouraged to wear this on the day. Many participants do this challenge solo but it is also enjoyed by corporate teams, families and small groups who use the time to catch up with friends whilst also supporting a good local cause. The walk raises much needed awareness and funds for Jersey Mencap and the South Coast Charity Challenge is this small charity’s main fundraising event of the year.

Who are Jersey Mencap?

Jersey Mencap support people with a learning disability in Jersey. The fact that people with a learning disability are at risk of isolation and exclusion underlines many of the projects run by Jersey Mencap who maintain a number of projects offering more choice, opportunity and support to its members.

learning disability. With professional art tutors offering a variety of mediums, the project has taken part in and hosted a number of art exhibitions and is regularly invited to be part of community art events. The Jersey Mencap Pond Project is a tranquil spot offering the opportunity for our members to learn about conservation and horticultural skills. The large site has been maintained by hand over 12 years and regularly offers CSR sessions to local companies. Members are currently nurturing over 50 tree saplings that have been planted over the past 4 years. The site welcomes a variety of birds and wildlife and members have enjoyed installing boxes for birds, hedgehogs and bats. Jersey Mencap are delighted to be celebrating their 60th year in 2020 and this small charity has seen many changes over the years but the ethos and goals remain the same. Jersey Mencap want to ensure that people with a learning disability have a full, rich and rewarding life.

"With much of the route on the flat, this walk is seen by many as enough of a challenge but still achievable."

As part of the 60th anniversary celebrations, Jersey Mencap welcomes supporters new and old to help raise awareness of learning disability and funds to help ensure Jersey Mencap maintain and grow their projects.

Just one of the projects is a buzzing social club offering a year round variety of activities such as Zumba, yoga, singing, film nights and regular discos. The club has seen many changes over the years and has had to be flexible to meet the increasing demand. With most activities becoming booked up very quickly Jersey Mencap know how important this club is. We all need regular opportunities to socialise and maintain friendships whilst having activities to look forward. The club has some firm favourites such as bowling and film nights but the charity also introduce new events. Group drumming sessions were introduced in January this year.

More info: www.jerseymencap.org

The South coast Charity Challenge takes place on Sunday, 17th May 2020 and registration is now open. Please join us!

Many of Jersey Mencap members will be taking part in the South Coast Charity Challenge again this year, completing a shorter section of the walk at Bel Royal, which is wheelchair friendly. Alongside the social club, Jersey Mencap also run Taking Part Making Art – a vibrant art project for adults with a

Creating a WORLD of Difference



New UK Report Heralds a Return to Kindness The Waitrose & Partners Food and Drink report for 2019/2020 has revealed that as a nation we’re returning to kindness, compassion and a sense of what matters – decluttering our homes and lives, being mindful of our spending and cooking and caring for others. The seventh annual report is based on comprehensive new OnePoll consumer research of people across Britain – not just Waitrose & Partners shoppers. Supported by focus group research, alongside insight from its food and shopping experts, and millions of purchases in shops and on Waitrose.com. Managing Director Rob Collins said: “Our findings this year point to a move away from materialism, and towards a rise in compassion and simplicity in British lifestyles. It seems that, as the world beyond our front doors becomes increasingly complicated, people are doubling down on the things that really matter. Households are decluttering to focus on the values – and people – that mean the most to them.”

Findings include:

Mindful spending is on the up, with 50% of us now buying fewer than one hot drink out per week, as we become more conscious of little bleeps on the contactless pad. Nearly half of us are buying fewer lunches out and 36% say we’re considering more carefully in general whether we need to buy something before spending the money. Instead, we’re looking


for ‘controlled discovery’ – exploring new tastes and cuisines without a big financial commitment. It’s cool to be kind; 17% of us say we cook for others more now than we did five years ago – whether baking for a charity event or fete, making food to help friends or family, or taking cake to work for colleagues.

Drivers for this include a desire to scale back packaging, with 9% of us now taking our own refillable containers to the supermarket for loose produce or deli items. Brits are moving towards a simpler existence and focusing on the fundamentals, and 38% say we’ve become less materialistic over the last decade. More than 60% of us now say sharing memorable experiences with loved ones is the most important thing, with 47% creating more time for hobbies and 30% growing some of our own food.

"Celery juice became a social media star, and searches for ‘tahini’ on Waitrose.com rose by 700%." Celery juice became a social media star, and searches for ‘tahini’ on Waitrose.com rose by 700%. Other food trends for the year include noodles, grains, seaweed, eco cleaning products and everything on a skewer. Two thirds of people have cleared out or decluttered in recent months and a third have focused on organising our kitchen cupboards.

With a third of Brits eating less meat than two years ago, more than a quarter of us say we plan to look for better quality meat or fish when we do buy it. Other food fashions to look out for in 2020 include ‘Seacuterie’ and Middle Eastern cooking at home.


Getting to Know Cannabis … CBD and Anxiety? Does it Really Work? WORDS: Sophie Anderson and Michael Rabet, Bomedibles

CBD (Cannabidiol) is one of the most remarkable compounds in the natural world. The more we learn about it, the more it seems poised to revolutionise medicine as we know it. Legal almost everywhere, one of its most crucially important qualities is its lack of psycho-activity, unlike THC, the cannabinoid with the legendary power of producing euphoric sensations. CBD can relieve pain and reduce inflammation, and studies over the years have shown its efficacy in the treatment of epilepsy, serious neurological diseases such as Alzheimer’s, MS, and Parkinson’s, and many types of cancer.

So what about Anxiety?

Anxiety is a general term for several disorders that cause nervousness, fear, apprehension, and worry. These disorders affect how we feel and behave. They can also manifest into physical symptoms that can be debilitating. Thankfully anxiety is being spoken about more freely and people are understanding that it is not normal, but it is ok! Anxiety can take many forms; Social Anxiety Disorder (SAD), Post-traumatic stress disorder (PTSD), ObsessiveCompulsive Disorder (OCD), Panic Disorders (PD) and phobias all fall into this category. Bear with us now, this is where we get a little science jarg but it’s worthwhile understanding how this gem of a plant works... Various studies indicate the endocannabinoid system plays a significant role in battling anxiety. The ECS interacts with cannabinoids produced inside the body (endogenous). It exists in all animals, covers cells, nerves and is basically really important! It is responsible for protecting our central nervous system (CB1 Receptors) and managing our immune system (CB2 Receptors) whilst also having a large part in maintaining homeostasis.

Creating a WORLD of Difference

CBD and other phytocannabinoids can supplement the normal functioning of the ECS, which restores balance, and helps reduce symptoms by stimulating it. Cannabinoids interact with neurotransmitters, these neurotransmitters cross the synaptic gap & attach to specific CB1 and CB2 receptors. We have literally evolved to receive the compounds of this plant. Anxiety can be caused by many factors including emotional, environmental, genetic etc. Biologically, anxiety is caused by the production of excitatory (love that word) neurotransmitters, primarily glutamate. When this happens the ECS is supposed to help counteract the anxious reaction by dampening the neuroreceptors that react to glutamate. If too few endocannabinoids are produced a person experiences anxiety rather than a manageable bit of stress and worry. At BOM edibles we recommend using clean, tested CBD products to help treat anxiety along with adjusting other aspects of your lifestyle as part of a comprehensive programme. In our experience it tends to take anywhere from 2 days to 3 weeks for a person to start noticing the effects but once you do it’s SUCH a comforting remedy to lean on, subtly taking the edge off life. It is always best to start with (10mg-20mg) and adjust your dosage as needed.

More info: www.bomedibles.com 21


The Trends to Look Out for in 2020 WORDS: Beverley Le Cuirot Founder, WellBeing World, Leaders in WellBeing and WellBeing At Work

From holistic wellness, financial wellbeing, mental health, inclusion and belonging, AI, employee engagement, and much more, it is fair to say that wellbeing – and more specifically corporate wellbeing - has come of age. No longer a ‘nice-tohave’, wellbeing is now seen by industry leaders as the board imperative it should be. As we move into a new decade, workplace stress is a growing problem that employers are taking more seriously and becoming more invested in. Employees are becoming more vocal about the issues they are experiencing in their lives – be this parenting, menopause, mental health, financial wellbeing – and how they expect the businesses they work for to help them. And employers are responding by expanding the traditional understanding of wellbeing to include a host of benefits, embracing the whole person. Yoga and free fruit, whilst a good start, are no longer sufficient. In their place are multi-faceted wellness programmes, focusing on the total wellbeing of the individual. These programmes often include comprehensive strategies, policies and procedures, and benefits, training

and activities, many during working hours. The training can focus on anything from physical health to the development of specialist knowledge and technology-focused education. A greater emphasis is also being placed on workplace communication and coaching on topics such as collaboration and negotiation, appreciation and trust. Emotional intelligence and mediation are also critical to success in the workplace. Continued training and heightened prevention of sexual harassment and discrimination is another trend, with employers large and small required by law to ensure compliant policies are in place and that employees are adequately trained. A productive, positive employee experience has emerged as the new contract between employer and

More info: www.wellbeingworld.je/wellbeing-at-work or email us at: leaders@wellbeingworld.je 22

employee. Just as marketing and product teams have moved beyond customer satisfaction to look at total customer experience, so HR is refocusing its efforts on building programmes, strategies, and teams that understand and continuously improve the entire employee experience. Reports continue to be published showing the positive effects of employee wellbeing for businesses. In a statement about one such report from PwC in 2019, Michael Fenlon, the Chief People Officer for PwC US, said his organisation was moving beyond the rhetoric about the wellbeing of its employees to finding concrete ways to support them in jobs that are evolving due to social changes and advances in technology. 2020 will indeed be an exciting year, with more and more businesses looking seriously at employee wellbeing and its benefits to the health. Will you be amongst them? We would be honoured to help you. Please contact us.


A New Measure of Sustainable Wellbeing As we go to print, we are delighted to see that the Government of Jersey has published the details of Jersey’s Performance Framework, showing how the Island is performing on its journey towards achieving sustainable wellbeing. Sustainable wellbeing is a new way of measuring the progress of a society. Previously, countries have focused on measuring Gross Domestic Product (GDP) and Gross Value Added (GVA) to monitor how well their country is performing.

The Performance Framework is where we measure the progress that Jersey makes towards achieving sustainable wellbeing. The framework includes objective measures (those that include data and figures) and subjective measures (those that include what people think and feel).

Sustainable wellbeing is a more holistic concept and uses different tools to measure how well society is doing across the key areas that are contributing to human wellbeing. It focuses on long-term progress rather than short-term intervention, and measures:

At this first stage of its development, the performance framework focuses on Island-wide outcomes and the indicators that provide a view of how Jersey is doing. Later on, the Government will start to add performance measures for public services, which show how its activities and actions contribute to improving those Island-wide outcomes.

Community wellbeing – the quality of people’s lives Environmental wellbeing – the quality of the natural world

around us

Economic wellbeing – how well the economy is performing

The Chief Minister, Senator John Le Fondré, said: “Sustainable wellbeing means thinking about what’s right in the long-term for future generations. When looking at the big strategic picture we have to factor in many different needs, such as providing affordable homes, supporting people with mental health needs and protecting and evolving our economy. “The Jersey Performance Framework will act as the barometer of Jersey’s sustainable wellbeing. It provides an accessible tool for all of us to see how well Jersey is doing across a wide range of social, economic, environmental and cultural wellbeing.” Dr Anuschka Muller, Director of Strategic Planning and Performance said: “We measure sustainable wellbeing across a number of Island-wide outcomes. Outcomes are broad statements of aims across community, economic and environmental wellbeing.

The Government of Jersey has made a strong commitment to sustainable wellbeing. The Public Finances ( Jersey) Law 2019 requires the Council of Ministers to take into account the sustainable wellbeing of current and future generations when they develop the Government Plan. This change means that sustainable wellbeing is now central to the way in which the Government makes decisions and designs public services.

Creating a WORLD of Difference

“Examples of Island-wide outcomes include: Children have the best start in life; Islanders benefit from healthy lifestyles; Islanders enjoy living in a vibrant and inclusive community.” Bravo, Jersey!



Are You Ready for World WellBeing Week? WORDS: Beverley Le Cuirot, Founder of World WellBeing Week

In 2019, we launched World WellBeing Week, an international awareness event created to promote the various aspects of wellbeing, including social, physical, emotional, financial, career, community and environmental wellbeing. Now in its second year, World WellBeing Week aims to give recognition to the professional practitioners in this burgeoning sector; and shines a light on charities and social enterprises working hard in their own specific areas of wellbeing. It also provides a platform for the leading organisations of the world to highlight their wellbeing strategies and activities, and to demonstrate their appreciation for their valued employees, customers, partners and suppliers.


Held annually during the last week in June, World WellBeing Week aims to create an Awareness Week with a series of individual events and activities, culminating in the ‘Leaders in WellBeing Summit | Awards | Expo’ to celebrate the practitioners, charities, and employers who are leading the way in all aspects of wellbeing. World WellBeing Week originated in Jersey, Channel Islands, created by WellBeing World, and in its first year we saw it evolve into a truly

worldwide event with thousands of messages, call, posts, and tweets being received. The response was indeed huge – with events being organised on every corner of the globe, including the largest general merchandise retailer in New Zealand, a well-known shopping centre in Durham, Channel Islands law firm, Ogier, and our very own Jersey Business. And the #worldwellbeingweek hashtag was featured by many high profile organisations including the NHS, Happiful magazine, Visit Wales, North West Ambulance Service, the CMI, IOSH, NICE, HR Zone, and Virgin Atlantic, no less.


Let’s create even more noise for this celebration of all things wellbeing in 2020! World WellBeing Week 2020 will be held from Monday, 22nd to Friday, 26th June, and may also include the weekends on either side, so if you have a wellbeing event already organised during that time, or if you would like to host your own event, and you would like to use the logo and hashtag, please do, it’s yours for the taking! This could include Sporting events, Cycling, Walking, WellBeing at Work Weeks at your company, Lunch and Learn events, Seminars, Workshops, Charity events, you name it, we want to hear about it.

"Held annually during the last week in June, World WellBeing Week aims to create an Awareness Week with a series of individual events and activities" Contact us with your stories at leaders@ wellbeingworld.je and we will share it on our social media pages. Your event may also be featured in the Autumn/Winter 2020 edition of WellBeing World magazine! Don’t forget to include the hashtag #worldwellbeingweek If you would like to use the official logo – it’s freely available, so please contact us.

More info: www.awarenessdays.com/awareness-days-calendar/world-wellbeing-week-2020/ or email us at leaders@wellbeingworld.je

Creating a WORLD of Difference



Leaders in WellBeing Summit | Awards | Expo 2020 is Launched! WORDS: Beverley Le Cuirot Founder of Leaders in WellBeing

Following on from its successful inauguration in 2019, ‘Leaders in WellBeing’ will once again celebrate the wellbeing related activities of organisations and individuals primarily in the Channel Islands; including corporates, entrepreneurs, health and wellbeing practitioners, government bodies, departments and schools, charities and not-for-profit organisations. And in 2020, the Summit and Awards will be supported by an Expo of wellbeing services to provide delegates with guidance and support throughout the day. With the generous support of Overall Main Sponsor, HSBC, this important all-day, thought leadership event will be held during World WellBeing Week on Friday, 26th June. It will feature a host of local and international expert speakers, the all-day Expo, and an early evening celebration to announce the winners of the Awards.


Promoting a culture that improves the health and wellbeing of employees is good management and leads to a healthy and productive workplace; this is good for employees, businesses and their customers, so the time is right for all employers to embrace these principles.


The Leaders in WellBeing Awards will celebrate organisations, government departments, charities and practitioners who make health and wellbeing a core priority within their workplace and encourage a consistent, positive approach to the health and wellbeing of all employees. Specifically the Awards will recognise organisations which: • Create a work environment that is a safe and inspiring place to be. • Lead from the top ‘being the change you want to see in your organisation’. • Empower employees to work in a way that will bring out their best ‘work self ’. • Give employees a voice and encourage them to use it. • Participate in ongoing dialogue to drive a healthy culture. • Invite continuous improvement through new ideas, creativity and monitoring.


The Summit

The Leaders in WellBeing Summit will host a range of local and international expert speakers who will address key topical aspects of leadership and wellbeing in the workplace, showcasing best practice and key trends in workplace wellbeing, culture and stress management, and will offer business leaders, entrepreneurs, government officials, managers, and HR and corporate wellbeing professionals valuable insights and practical takeaways for implementing their own successful wellbeing strategies. Hosted by Jess Dunsdon, ITV News Presenter, the keynote speakers will include: Geoff McDonald, Global Mental Health Advocate, Campaigner & Consultant, and Former VP of HR at Unilever. John Binns MBE, Trustee and Vice Chair MIND UK, and Board Member The City Mental Health Alliance, CBT Trained Business Coach, and Former Deloitte Partner. Clare-Louise Knox, Business Psychologist, Founder of See Her Thrive, and Expert in the field of female reproductive health and the impact it has on women (and men) in the workplace. Royston Guest, CEO of Pathways Global, Founder of the Business Growth Pathway™ and Author of RISE: Start Living the Life You Were Meant to Lead. Natalie Clare of Natalie Clare Consulting, and expert on Authentic Leadership for high performing women. Susan Burry, Health and Wellbeing Dietitian, Heath and Community Services, Government of Jersey, The Vegetarian Society, and NutritionU. And back by popular demand are: Aidan Kearney, Founder and Director of Malleable Mind Ltd, a company dedicated to assisting people to reach their full potential through harnessing mental skills and psychological flexibility. Dr Amina Aitsi-Selmi MA MD, Transformational and Executive Coach and Founder and MD of Next Generation Coaching & Consulting, and Elvina Aghajanyan, Head of HR, HSBC Channel Islands and Isle of Man. Other Channel Islands and UK speakers will be confirmed very shortly.

The key segments for this year’s conference are: 1. What's Next for Wellbeing in the Workplace

2. Breaking the Stigma - Women's Health - Men's Health Diversity - and Mental Health at Work

3. Wellbeing Starts With You - Bringing the Whole Person to Work 4. Leader to Leader - A Choice of Coaching/Mentoring Sessions for Leaders with the Experts

Specific topics will include: 'Taking Culture to the Next Level', 'Social Wellbeing and the Value of Connection at Work', 'Menopause and Manopause', 'Men's Health and Opening Up', 'Lessons and Practical Outcomes of Lived Experience in the C Suite', 'Nutrition: Your Secret Weapon for Performance', and much more.

The Awards

Entries are now invited and details can be found overleaf.

The Expo

This year will see the introduction of an Exhibition of Expert Practitioners to ease your day from Club Soulgenic; Healthhaus; Align Health Agency; and also Indian Head Massage with Natalie Cummins of Serafina; Emotional Stress Release with Claire De Gruchy of Shalbeck Life Centre; Stretch with Magda of Future Health, and many more.

Secure Your Place Now!

We have already sold more than one third of the available tickets, so make sure you book your ticket early. Full Ticket Price to attend the Summit and Awards Ceremony, including an Energy Boosting Breakfast, Refreshment Breaks with Anti Oxidant Snacks, Nutrient Balanced Lunch, and Celebratory Drinks Reception when the Awards Winners will be announced and the trophies awarded – £195.00 per person. Early Bird Tickets available for £155.00 per person (including all of the above), if booked and paid in full by 26th April 2020. Super Early Bird Tickets available for £125.00 per person (including all of the above), if booked and paid in full by 26th February 2020. Or, attend ONLY the Exhibition and Awards Ceremony at the end of the day (4.30pm to 7.30pm) for £25.00. Tickets are non-refundable, although you may transfer your ticket to a colleague if you find yourself unable to attend.

Tickets and more info: https://leadersinwellbeing.eventbrite.com 27


Calling All Leaders in WellBeing! The Awards Are Now Open The Leaders in WellBeing Awards for 2020 are now open and entries are invited. The Awards will celebrate those employers, entrepreneurs, government bodies, charities, or individuals who make health and wellbeing an organisational priority. This may include having a named senior manager or managers who make health and wellbeing a core priority; having and actively promoting an organisational health and wellbeing strategy; integrating health and wellbeing in relevant organisational plans, policies and communications; empowering a team of workplace health and wellbeing champions with autonomy and support to design and implement health and wellbeing promoting initiatives. Best Workplace Culture

This award celebrates those employers who embed health and wellbeing within the organisation’s management processes and procedures in a way that contributes to long-lasting culture change, for example, including health and wellbeing in the skills and knowledge requirements of line managers, and also in their personal objectives and performance reviews. It will also recognise those organisations which specifically focus on promoting a culture of appreciation in the workplace.

Caring Employer of the Year

This award recognises employers who enable employees at all levels to have a voice in the organisation, actively seeking their contribution in decision-making processes around practices which may have a direct impact on them, through for example, employee engagement forums, surveys, and effective communications, especially so if employees’ contributions are not able to be acted upon. It will recognise in particular employers who enable their employees to feel valued and trusted by the organisation by offering support and training to help them feel competent and promoting team working and a sense of community.

Healthiest Workplace

This award recognises those organisations which develop and implement workplace policies and procedures to reflect statutory requirements and existing best practice 28

(for example, manual handling and display screen equipment), whilst also ensuring that all facilities and equipment remain safe, well maintained and of a good standard. It will particularly recognise those organisations which focus on creating a healthy environment, whilst also providing support and workplace interventions to address long-term sickness absence and incapacity to work, mental wellbeing at work, obesity prevention, smoking, and physical inactivity.

Mental Health Award

This award recognises those employers who create a supportive environment enabling employees to be proactive with regards to their mental, as well as physical, health. This will include the development of policies to support, for example, resilience and work–life balance. It will recognise in particular those employers who recognise the HSE Management standards for work related stress, including the management of demands (workload, work patterns and work environment); control (how much say the employee has in the way they do their work); support (from the organisation, line manager and colleagues); relationships (promoting positive working to avoid conflict and dealing with unacceptable behaviour); role (the understanding by employees of their own role in the organisation and that of others); and change (how this is managed and communicated in the organisation).


Financial WellBeing Award

This award recognises employers who demonstrate support for their employees’ financial wellbeing as integral to a wider wellbeing programme. Stress caused by pay levels, lack of financial awareness or an absence or employee benefits is known to affect work performance. The award will recognise employers who focus on building rapport with employees, acknowledging their specific needs, whilst being careful not to overstep or push too fast in order to help them achieve their personal targets. Typical programmes may include schemes such as spending management tools and savings vehicles.

Inclusion and Belonging Award

This award will recognise organisations of all sizes and from all sectors which demonstrate outstanding leadership in Diversity & Inclusion, enabling authentic Inclusion for all groups, and a feeling of belonging throughout the organisation, regardless of gender, age, disability, nationality or culture.

Breaking the Stigma Award

This award will recognise organisations of all sizes and from all sectors which demonstrate a willingness to create an open environment in which employees may raise and discuss personal issues, such as mental health, diversity, the menopause, and other topics which have not been previously been spoken out about in the workplace.

Giving Back Good Business Award

This award will recognise the organisation which demonstrates outstanding leadership in all areas which contribute to being a Good Business; specifically with regards to the way they treat their employees; their role within and contribution to the local community; commitment to environmental sustainability; open, honest and proactive relationships with customers; and a fair and decent relationship with suppliers and business partners. It will also recognise Employers and Practitioners who go the extra mile to encourage the ‘giving back’ of time and/ or resources to the organisation, community and/or to charitable organisations.

WellBeing Practitioner – Customer Health & WellBeing Award

This Award recognises those Practitioners who put the needs of their customers at the forefront of the activities and also those who have received the most impressive testimonials from their customers.

WellBeing Practitioner – Continuous Professional Development

This award recognises a Health and Wellbeing practitioner who has demonstrated a pursuit for the continuous development of their knowledge, expertise and skills, for the continuing benefit of their customers and/or employees.

WellBeing Practitioner – Best Overall Achievement 2019/2020

This award recognises a Health and Wellbeing practitioner who has been exceptionally inspirational in their contribution to the health and wellness sector, either locally and/or internationally in 2019/2020.

WellBeing Ambassador Award

This award recognises the individual who goes the extra mile to actively promote the benefits of wellbeing within their community/sphere of influence. The WellBeing Ambassador may be a senior leader of an organisation or member of the team, an entrepreneur, member of the church or the community, a civil servant, politician, charity leader or volunteer, teacher, student, or health and wellbeing practitioner. Multiple entries across a range of Awards categories are invited. The Judges will be looking for entries which stand out from the crowd with examples which may be evidenced by company performance, survey results, client testimonials, or employee comments. Closing date for entries is 26th April 2020. Winners will be announced at the Celebratory Drinks Reception, sponsored by Rossborough Healthcare, and held immediately following the Leaders in WellBeing Summit on Friday, 26th June 2020.

More info: www.leadersinwellbeing.com – or contact leaders@wellbeingworld.je 29


Be Yourself; Everyone Else is Taken WORDS: Aidan Kearney, Malleable Mind

Be yourself; everyone else is taken. So goes the famous saying, often attributed to Oscar Wilde. A very powerful idea and one that’s easy to accomplish, right?

After all, who knows you better than you?

And as a result, being yourself, being authentic should be easy to accomplish too. But let’s be realistic, there are a couple of challenges to what, on the face of it, may appear very straightforward. First off, when we talk about knowing ourselves, what do we mean? It all comes down to values; the personal values that we hold and those that inform our actions. But unless we’ve spent time understanding and exploring our values and what they mean for how we navigate the world around us, this could be a challenge. Values act like that compass that helps us decide on a course of action. We can access them when they show up; when we experience the lift of acting in accordance with them or the pain of when we don’t fulfil our values. 30

Acting in accordance with our values feel good; we feel at ease with ourselves. Conversely acting against our values can leave us feeling unsettled and uneasy. So, identifying our values and following them through is a central component of maintaining inner equilibrium; helping us to feel good about ourselves. A second consideration could be that even when we understand our value set; can we always live this out fully? Sometimes we may have conflicting values; the desire to be a good parent and a diligent co-worker. At times, where work is pressured and busy and family life may be busy too, it could be a challenge to balance these two values. Something may have to give. So, acting in accordance with our values can be a tricky balancing act and one that takes self-awareness and personal insight.


Third; not everyone is going to share our values. We may be lucky enough to work in team who share common values but the reality of our peculiar human paradox means that while we may hold values of teamwork and commonality; unless we practice and apply skills of insight and self-management, then self-interest and personal advancement could come into play. The ‘dark triad’ of personality traits, Machiavellianism, Narcissism and Psychopathy, are aspects we may have encountered; we may even have manifested some of these behaviours ourselves.

Here’s a lightbulb moment; people don’t like being manipulated. So, the case for behaving with authenticity is clear. Being authentic in our approach; promoting transparency and basing approaches around self-awareness, selfmanagement, stability and predictability of behaviour; promoting trust based on value led, committed action all feed into scenarios where psychological safety thrives. With psychological safety and trusting environments, high performance flourishes.

While some may contend that these traits can serve a purpose in business and leadership; having hidden agendas, being absorbed by perceptions of one’s own importance and seeking to manipulate others is the antithesis of being an authentic leader and colleague. This has a predictable and inevitable outcome. Trust and bonds are fractured, and teams and relationships fragment as awareness of manipulation comes to light. Ego may promote an internal narrative that your ‘poker face’ is better than others; that you can run a manipulative game plan that others will not see through; however, sooner or later the marvel that is the human mind may piece together elements of behaviour and recognise what your underlying game plan is. Your tell (the behaviour and demeanour that reveals your true intentions) may well be identified and your bluff may be called. A simple analogy like this explains the importance of authenticity. If we approach our leadership and interactions like a poker match; where we seek to bluff, to manipulate and to win against those around us; we may be successful, for a while, but inevitably, our hand is revealed and the trust and collaboration that is so central to high performing teams and to collective success suffers.

Acting authentically not only allows us to feel more content in ourselves but allows others to trust; to feel safe; to move towards collaboration and collective efforts. From here collective problem solving and innovation can blossom. Different skill sets, perspectives and insights can produce novel solutions to seemingly intractable problems and the conditions to achieve success, however we define it, whether personally, emotionally, psychologically or within our teams and businesses, can thrive. So, here’s my challenge to you; know thyself, explore and understand your values, harness the power of ethical, trust enhancing behaviours and practice authenticity. And then map the outcomes and provide yourself with the evidence of the power of being authentic.



Campaigner Who Wants the World’s Workplaces to be More Compassionate to Mental Ill Health WORDS: Geoff McDonald Keynote Speaker, Business Transformation Advisor & Mental Health Campaigner

Geoff McDonald knows that depression and anxiety can strike anyone at any time. He was a high-flying businessman when it happened to him – on the day of his daughter’s 13th birthday – and the shock of it and the subsequent loss of a friend to depression-related suicide set him on a new path in life, to spread the word throughout workplaces that people need to talk much more about mental health. As a father of two with a fulfilling career as a Vice President at global company Unilever, he had never really considered depression. He certainly did not think he would fall victim to it. But on leaving his doctor’s surgery with his new diagnosis – and a new future of dealing with it to consider – Geoff, who lives in Surrey, England, decided he needed to tell people about the condition that had gripped him so mercilessly. He vowed to use his professional HR skills to speak about mental illness and be an advocate for why it urgently needs to be addressed in the workplace. It was a decision he says that “saved his life”. “The reason why that decision saved my life was because in talking about my illness, what I got in return from everybody I spoke to was an unbelievable sense of how much I was loved,” he says. “And, do you know, during those dark days and weeks, when I was recovering from my illness, the only thing that kept me alive was knowing how much I was loved.” Over the next three months, therapy, medication and exercise helped him get better and return to work. He also took inspiration from a close friend who had


suffered similar mental health problems and was on the road to recovery. “He gave me hope I could get through this,” says Geoff. A few years later, a friend of his, who Geoff describes as “such a wonderful human being”, died by suicide. “He was such a bundle of energy and joy – the brighter the light, the darker the shadow. I came to the realisation that stigma had just killed my friend – and that can’t be right, that we live in the 21st century, the modern world, where we can’t talk about mental illness.”

"We so often hear leaders talk about the need for passionate, energised employees, yet we do nothing to enhance their energy, or invest in resources to do so." Geoff then knew he must take forward his ambition to launch a global movement to create workplaces where no-one would feel unable to ask for help if they had a mental health condition. He co-founded Minds@ Work, which aims “to inspire and empower individuals to break the stigma of mental ill health in their own organisations”.


As a speaker and a business transformation consultant, Geoff is engaging with leaders to inspire them to embrace mental health issues, explain how a sense of purpose is critical to mental wellbeing, empower organisations to put purpose at their core and play a positive role in the world. He stresses the importance of maintaining wellbeing – physically, emotionally and mentally – on an individual level but also strives to ensure that workplaces have the processes in place to help people achieve that and he is urging leaders to tell their own mental health story in order to inspire others to open up about their own problems, and says that the billions of pounds poured into health and safety now some of it needs to be spent on health, not just safety – into resources that will enhance employee health. “At school, at university and in organisations, all we are interested in is our physical health. But we now know it is so important to maintain our emotional health – and how we manage our feelings,” he says. Geoff advocates workplaces helping employees to exercise mental fitness, improving their mental health through techniques such as meditation, mindfulness and yoga. And he says employers can inspire mental fitness in their workforce – and also giving them a purpose and meaning in their lives – which will be good for both the individual and the organisation. He says: “If energy is the most important driver of individual performance, we so often hear leaders talk about the need for passionate, energised employees, yet we

do nothing to enhance their energy, or invest in resources to do so. “Individuals also then need to be accountable in maintaining their health and energy should an organisation be investing in the appropriate resources. So in future, let’s ensure employees have wellbeing as part of their development, and not just the traditional development plans that focus on skills, knowledge and behaviours.” He praises recent awareness campaigns in the UK, Australia and Canada which are are now turning the tide on the stigma of mental health and says that leaders of companies he now talks to want to know not why they should invest in this area, but how they can do it. Geoff says there are three tangible things leaders can do to break down this stigma in their organisation. The first is education and training, for example a 90-minute session telling people what depression actually is. The second is the sharing of stories between individuals in workplaces to raise the level of awareness and compassion for mental health problems. And the third is support when people do feel they can raise their hand and ask for help. He adds: “If organisations can get this right. If we as individuals can get this right. If we take a much more holistic view of looking after ourselves and seeing mental health as an advantage and as something that gives you energy you have the capacity and the passion to change the world.”

More info: www.geoffmcdonald.co.uk



7 Steps to “Real” Confidence WORDS: Natalie Clare, Natalie Clare Consulting

Do you ever find yourself wondering how some people seem to breeze through life with grace and confidence, achieving success in whatever they set their sights on? From relationships, careers, friendships and family to personal appearance, these people seem to have it all and make it look so effortless - much to the envy of their friends, family and colleagues. One of the most frequent comments I hear when I’m coaching or mentoring is: “It’s ok for them, they’re so confident! I can’t do that, I’m too shy, too inexperienced, too serious, too … (fill in the blank)”. So, I’d like you to consider two things:

1. True Confidence Stems From Your Authentic Self

Whilst perception is deemed to be reality, there are many people that are not as confident as you may think. Many have learned to “mask” their insecurities as a way of coping


or succeeding. Whilst this can be an effective strategy for getting ahead, it’s not authentic. Behaving or performing in a way we feel we have to in order to fit in or get on eventually takes its toll and can lead us to question who we are in the pursuit of being our true authentic selves. This was especially true for me, early on in my corporate career. I lacked confidence and felt I needed to behave in a way that was considered "professional" in order to fit in. I was incredibly private and only showed sides of my personality that I thought people would accept instead of embracing my real, authentic self. It wasn't until a boss asked me who I was and told me that he didn't know anything about me, which sent me on a quest to understand who I really am. This journey and self-discovery was transformational and the key to unlocking my confidence.


I often hear people dish out the advice “fake it till you make it” and whilst I did that in the early days, I personally don’t think it’s an effective strategy. Just saying … whatever works for you though!

2. Confidence Is Not the Same as Self Esteem

I have yet to meet someone that is confident in every area of their life. Even those that are super confident and appear to be the lucky ones that have it all, lack confidence. For some, they may be super confident in their ability to deliver results at work but may lack confidence in public speaking. For others, they may exude confidence in their hobby but lack confidence in their parenting skills. Confidence is not something that you are or are not. It’s a feeling of self-assurance and belief in your own abilities and skills – it can vary depending on the task or situation. Positive experiences, prior successes and healthy self-esteem help to enforce this belief. Lack of confidence is often mistaken for lack of selfesteem, which is how you feel about yourself overall. In other words, how much positive regard or self-love you have. It’s usually determined by your life experiences and situations that shape the way you view yourself. For example, you could be very confident in your ability to manage a project but have low self-esteem. This could stem from a feeling of not being good enough – perhaps a teacher never praised your efforts or your parents set extremely high expectations for you. Developing positive self-esteem and confidence go hand in hand, but how do you do it …?

7 Steps to Killer Confidence

1. Discover your authentic self, the real you! What are your strengths and values? 2. Identify the 1 key area that you’re lacking confidence in. 3. Imagine what you could do, be or have with more confidence – ask yourself WHY it’s important to you? 4. What actions can you take to develop or improve the skills needed to make you feel more confident or improve your self-esteem? 5. Eliminate negative thoughts and self-judgement by reframing them with positive thoughts and affirmations. 6. Practice self-love. Be kind to yourself and look after your own wellbeing. 7. Fall down 7 times, get back up 8. Strive for more and don’t give up. Finally, in case you’re wondering …

Facing the Fear Is Not That Simple (Or Helpful) Advice

We're continuously being told that we have to face our fears and that if we do, success will come, which in turn, will improve our confidence. Unfortunately, it's not that simple and can actually have a negative impact. Just focussing on facing our fear requires us to take a big leap of faith, dive straight in, hold our breath and hope it works. In some cases it does, but for the majority of people, taking such big strides and risks can cause more fear, anxiety and stress. The end result is not always as positive as hoped, leading to a sense of failure and rumination which reinforces our belief that we are not capable, confident or good enough. Facing our fears undoubtedly plays a part in the confidence building process and I give this advice myself, but in the context of a deeper self-development journey. The key is to take small baby steps, which lead to big strides.

More info: www.natalieclare.com



Sustaining your Wellbeing and Resilience in a High Performance Work Culture Escaping the Tyranny of “Must” “Can’t” and “Has to” WORDS: John Binns MBE Trustee and Vice Chair Mind UK, Board Member The City Mental Health Alliance, CBT Trained Business Coach, and Former Deloitte Partner.

Successful businesses today work in increasingly pressurised competitive environments where the high quality of good services and deliverables is vitally important, where excellent client service is a key differentiator and where ambitious people aspire to progress and develop. For 20 years I worked for the highly successful and high performing professional services firm Deloitte. Initially as a Manager then for 15 years as a Partner over seeing large consultancy assignments. Since 2014 when I retired from the partnership I have continued to advise Deloitte and other UK and international businesses, but now as an independent adviser on the importance of mental health and wellbeing within the work environment. My journey to a greater understanding of the vital importance of looking after my mental health was triggered by a massive personal crisis in my life and career. In 2007 I found myself off sick for three and a half months with severe stress related depression and heightened anxiety. Three weeks of which were in a psychiatric hospital. At such a low that I didn’t recognise myself in the way I was able to function. I felt I had no value to myself, the firm or my family. It was from a period of reflection in 2008 and the development of an interest and later an academic study of CBT (Cognitive Behavioural Therapy) that I began to see that there were many features of my thinking and behaviours that although they had served me well in the past, brought with them some inherent risks to my mental health and wellbeing. There is not time in this article to cover all of these so I will today focus on one common thought distortion that not only was I personally a victim of but also that I see time and time again in my workshops and one to one coaching work. I call it The Tyranny of the Must.


In CBT terms it is the recognition that when any of us are under pressure (and one doesn’t need to anywhere near ill for this to be true) we tend to increase dramatically the number of things that we tell ourselves have to happen. That the world, other people, or ourselves have to behave in a particular way. That person cannot behave like that!! You cannot say that!! I must be promoted!! I have to do all of this piece of work now!! People must behave fairly at work!! Or indeed the most over used and generally speaking untrue statement in consulting history this must be completed by … errr …Christmas!! It is a simple truth that CBT helped me understand that the more we expand the number of rigid demands we make of ourselves, others and the world the more we make ourselves emotionally fragile. If we think about it the reason is obvious. How much more will we be impacted emotionally and mentally when the world or ourselves fails to deliver something we have told ourselves has to happen or can’t happen , than if we have learned to live in a more realistic world of flexible demands or in lay terms preferences.


When this truth was brought home to me in 2008. I reflected that I had been creating an ever increasing world of rigid demands for myself for years both at home and at work. At work the number of thigs that I told myself that to be a successful Deloitte Partner I must do was legion. If you had asked me to write them down in 2008 I would probably still be writing them down now! In fact I reckoned that I was probably adding about 33% additional pressure to myself, over and above that which the already demanding Deloitte environment was providing for me by the number of things I was telling myself I must do. At home the number of things I was telling myself that I must do to be the good father to my sons that I desired to be, was also forever expanding. When I deliver my seminars on resilience I will often ask the audience – what are the only two things in life that everyone says you cannot avoid or that have to happen? And eventually someone will always shout out “Death and Taxes”. Whether the latter is absolutely true could be a matter of conjecture for many learned tax lawyers across these Channel Islands but the point being that very little simply must happen.

and at risk of making poor decisions and exercising poor judgement. This should be a trigger to look at workloads, roles timescales etc.

4. Be careful not to pass rigid demands down the line without challenge or thought as to the risks or consequences. The client tells the Director I want it by tomorrow, the Director says yes absolutely and tells the manager , the senior manager tells the manager etc. until someone is left carrying a demand that no one has questioned the reality of. 5. If you are in a senior leadership role think more carefully about the language used in communications. How do you think it might feel for a young ambitious team member to lose a “must win bid “. Are there really as

"It is a simple truth that CBT helped me understand that the more we expand the number of rigid demands we make of ourselves, others and the world the more we make ourselves emotionally fragile."

So what can we do about it? 1. Recognise that the plain truth is that very few things in life in reality have to happen.

2. Listen out for the words must, have to and can’t in your head and in your language as you go about your business. Take a step back and ask yourself is that really true? Is there not in fact another way of doing the thing? Could a conversation with a client unlock the reality that the demand that it must be done tomorrow at 9am is not as imperative as either you or the particular individual at the client thought?

3. If you are a team leader listen out for the red flag words in your team’s discussions with each other. The over use of rigid language about more and more things is often a sign that a team is starting to creak, losing perspective

many of these as we tell ourselves or our people, if in fact any? We can still incentivise and motivate people to strive and seek excellence without such devices.

6. Think about collaborating with other businesses to learn from what works and indeed what doesn’t. If you are in any doubt that thinking about such concepts is compatible with being a successful high performing business one only has to look at the membership The City Mental Health Alliance which from a standing start of 3 or 4 individual enthusiasts 8 years ago now has around 30 corporate members across the City of London including Deloitte, HSBC, Lloyds, Linklaters, Allen and Overy, and The Bank of England. Committed to learning from each other as to how best to drive long term sustainable commercial success alongside a real consideration for the mental health and wellbeing of their people.

More info: jbinns@fit4success.co 37


People Don’t Leave Jobs, They Leave Toxic Work Cultures WORDS: Dr Amina Aitsi-Selmi M.D. Ph.D. Founder and Managing Director, Next Generation Coaching & Consulting

It’s hard to do good work in a team or organisation where trust doesn’t exist. On a very primal level, we need to know that the person in front of us is saying the truth (authenticity) and that they’ll do what they say they’re going to do (integrity). A lack of trust breeds survivalism including dysfunctional competition, backstabbing and power contests. People experience low job control, effort-reward imbalance and chronic anxiety – a sense of toxicity. Having spent thousands of hours in transformational conversations with highly committed and competent professionals in a range of sectors (medicine, science, law, finance, energy), work culture appears to have a huge role in people’s career decisions. One of my current clients spent a good year weighing up the pros and cons of whether to leave her role and the security of paid employment before becoming an independent professional. She had worked in some of the most pressurised and prestigious organisations in the world including in war zones and was awarded Queen’s Honours.


Yet the organisation she was working in couldn’t offer her something she really cared about: a sense of collaborativeness, belonging and space for creativity. She was clear about her core values. This clarity played a key role in her decision to take a career leap and create something that works better for her. You might have come across the aphorism: People don’t leave jobs, they leave bosses. Based on what I’ve observed from hundreds of similar cases, I would rephrase this to: People don’t leave jobs, they leave toxic work cultures.


Interestingly, research by Google and others called Project Aristotle has revealed thought provoking findings. The research examined over 180 teams at Google to try and understand what distinguished the high performing ones. They found that the best performing teams didn’t deliver because of talent, resources or money. Out of 250 factors they examined, the common denominator for outstanding teams was this: psychological safety. Those that lacked it, didn’t do so well …

What is Psychological Safety?

According to Harvard Business School professor Amy Edmondson who coined the term: “Psychological safety is a belief that one will not be punished or humiliated for speaking up with ideas, questions, concerns or mistakes.” You’ve probably come across an environment with a lack of psychological safety i.e. an environment where competitiveness dominates (people play a zero sum game, hog credit, talk over one another, devalue each other to improve their own standing, claim superior knowledge through snide criticism, etc. - there’s a constant sense of threat and manipulative politicking). Imposter Syndrome thrives here by the way because you can never be good enough! If you’re fortunate, you may have experienced the opposite – an environment built on psychological safety i.e. one where individuals can take risks and be vulnerable in front of each other. In fact, the Project Aristotle research identified five top factors for outstanding teams. Here they are in order of importance: Psychological safety: Can we take risks in this team without feeling insecure or embarrassed? Dependability: Can we count on each other to do high quality work on time?

execution plans in our team clear?

Meaning of work: Are we working on something that is personally important for each of us? Impact of work: Do we fundamentally believe that the work we’re doing matters? We spend so much time focusing on ensuring that we’re up to the job and have the right technical skills and specialist knowledge for solving problems. But we live in a VUCA world: it’s Volatile, Uncertain, Complex and Ambiguous. So what teams and individuals need to thrive in the 21st century might go beyond technical skills and a positive attitude.

What we might really need is to nurture work cultures that create a safe and supportive space. That way, our brain's survival mechanism can switch off and allow more space for our higher cognitive capacities to come online. More of our attention and energy can be channelled into collaboration and innovative thinking. This gives organisations a far better chance of solving complex 21st century problems. The evidence certainly suggests that it’s time to outgrow command-and-control industrial work cultures and embrace more humane principles of relating that help us feel valued and optimise human talent – a radical but promising transformation of our relational matrix at work.

Structure & clarity: Are goals, roles, and

Dr Amina Aitsi-Selmi M.D. PhD is a Transformational Coach and Consultant specialising in Careers and Leadership. More info: www.doctoramina.com 39


Authenticity Promotes Wellbeing In Life and At Work WORDS: Mark Travers

Authenticity is defined by psychologists as the act of expressing one’s true self, and it has been shown to have numerous psychological benefits. For instance, authenticity increases wellbeing, is associated with more positive social relationships, and can act as a buffer against interpersonal conflict. But what about in the workplace? Should authenticity be embraced in professional settings, or is it better not to let one’s guard down? New research forthcoming in the journal Personality and Individual Differences examined the relationship between workplace authenticity, job performance, and job satisfaction. Specifically, a team of researchers led by Anna Sutton of the University of Waikato in New Zealand found that


acting authentically at work is just as important as acting authentically in life. “This meta-analysis unambiguously concludes that authenticity, or the feeling of being true to oneself, is key to both wellbeing and employee engagement,” states Sutton. “As both of these outcomes become increasingly important for measures of economic and societal success, creating the space and

encouragement for diverse authentic expressions of self is [...] likely to have wide reaching positive impacts at work and in wider society.” To arrive at this conclusion, Sutton and her team gathered decades of published research on authenticity, wellbeing, and employee engagement. This amounted to 51 studies, 75 independent participant samples, and over 36,500 participant observations. The researchers then tallied the correlations between these measures. They found, across all studies, that authenticity was associated with higher levels of well-being (r = 0.4) and employee engagement (r = 0.37). They write, “The size of these effects indicates that authenticity makes a substantial contribution to individual


wellbeing and engagement and may provide a key intervention point for work organisations seeking to improve these outcomes for their workforce.” Interestingly, the researchers reported that the impact of authenticity on well-being and employee engagement did not differ by age. In other words, younger employees were no more likely to value authenticity in work (and in life) than older employees. This finding is in contrast to the view that millennials, in comparison to older generations, prefer work environments that afford them a higher degree of selfexpression. Their findings did, however, differ by culture. The relationship between authenticity, wellbeing, and employee engagement was stronger in Western cultures than Eastern cultures. The researchers speculate that this finding has to do with the “collectivistic” nature of Eastern cultures. Sutton states, “In general, the more collectivist a culture is, the weaker the positive relationship between authenticity and wellbeing, confirming the suggestion [...] that in collectivist cultures, an increasing tendency to be true to oneself may come into conflict with a cultural norm of putting the interests of the group above one's own.” Furthermore, Sutton and her team noted that the way researchers measured authenticity influenced the size of the effect. For example, studies measuring authenticity using agree-disagree statements such as “For better or for worse, I am aware of who I truly am”

and “I understand why I believe the things I do about myself ” showed a stronger relationship with well-being and engagement than studies using statements such as “I think it is better to be yourself, than to be popular” and “I am true to myself in most situations.” This suggests that self-insight, coupled with the ability to act on it, might be the key ingredient in supporting the authenticity-wellbeing association.

The authors conclude, “It is widely recognised that there are challenges to authentic behaviour, whether that is in the balancing of organisational and individual demands in the workplace or in terms of personal or cultural identity. This meta-analysis demonstrates that, despite these challenges, striving for authenticity is a worthwhile goal with positive connotations for both individual wellbeing and work engagement.” Originally published on Forbes.com and reproduced with the kind permission of the author.

Mark Travers, Ph.D., is a contributor for Forbes and Psychology Today, where he writes about psychology, human potential, and the science of success. Subscribe to his weekly newsletter here: https://tinyletter.com/markwtravers

Creating a WORLD of Difference



Performers at OK Companies Should Be the New Normal Forget "coding ninjas" and people with "passion", let's just get the job done. WORDS: Suzanne Lucas

If you want to succeed in any career, perhaps you should become a ninja. For instance, ‘Shutterstock is looking for a ‘problem-solving ninja’. If you can "navigate Manhattan like a ninja!" then a job as a ‘service technician for Farmer’s Fridge’ might be in your future. And PF Chang’s is looking for an ‘experienced food ninja’.



If being a ninja isn't your style, you can be a guru – over 800 job postings at Indeed. com, in the NYC area contain that word in the description. It's all ridiculous. The Atlantic gave a good description of the cutesy and crazy world of job postings. In the battle for good candidates, companies want to show that their jobs are better, their company is more interesting, and working in this job will transform your job into a career. It's like every job application is an audition for American Idol – if you win, you too can be a rock star. But here's the thing: most jobs are just jobs. Most companies are just companies. A recruiter friend of mine (who asked to remain anonymous) identified this as "jobs for satisfactory performers at okay companies." Pretty much everything about humans can be looked at with a bell curve. True rock stars and ninjas are few and far between. But most companies don't need worldclass performers. They need good people doing a good job. Of course, everyone will argue that their company needs the best! And, of course, you should never settle for second best. But, that's how we end up with crazy "talent" shortages. If you are only willing to hire the perfect person, you're not willing to take anyone from the middle of the bell curve - or anyone who needs a bit of training. That's fine and that's your decision, but if we were to plot management skills on a bell curve, where would you land? If you're not in the top one percent of managers, why would any top one percent performer want to work for you?

Furthermore, how much money are you losing spending months searching for that perfect employee for your imperfect business? If you hire a satisfactory performer for your okay company, you'll get work done in a timely manner.

"True rock stars and ninjas are few and far between. But most companies don't need worldclass performers. They need good people doing a good job." I'm certainly not arguing you should hire people who aren't capable of good performance. Absolutely not. But you should consider taking a look at what your company actually needs. Do you need someone to do this job or are you hiring for someone to take over the company in 10 years? Those are two very different sets of criteria. Before you write your next job posting, stop and consider the type of company you really are, and what type of person you really need. Chances are, more often than not, that person won't be a guru, but a normal human who wants to go to work and do a good job and go home. So look for that person. You'll find your recruiting is a lot easier when you have realistic expectations.

More info: www.evilhrlady.org This article originally appeared at Inc.com. Republished with permission of the author.

Suzanne, aka Evil HR Lady, was a very popular speaker at the Inaugural DisruptHR St Helier event held in Jersey in 2019. We hope to see a lot more of Suzanne in 2020!

Creating a WORLD of Difference



The Benefits of a Vibrant Workplace – and the Role of Authentic Appreciation in its Creation WORDS: Dr Paul White, Psychologist, Speaker and Author

“Vibrant”: full of energy and enthusiasm. Spirited, lively, energetic, full of life. The vibrant workplace connotes energy, positivity, and growth — characteristics we desire for the environment where we spend the majority of our waking hours. A vibrant workplace draws people to it – quality, talented employees want to work in a healthy context and became a part of the life-exuding process. Employees bring their own gifts and unique personalities to add to the synergy in a dynamic work setting. A vibrant workplace is the antithesis of how many work environments are described: negative, energy-sapping, and toxic to growth.


Employees Don’t Feel Appreciated

Why is there such a theme of despair in most workplaces? Because people want to be appreciated for what they do at work. But, unfortunately, most people don’t feel appreciated at work. In fact, while 51% of managers surveyed across several companies felt they were doing a good job of recognizing employees for work well

done, only 17% of the employees who worked for those managers felt appreciated by their supervisor. Thus, there was a wide discrepancy between how the managers felt they were doing in providing recognition, and what their employees experienced. This pattern contrasts with what employees report they desperately desire: Over 200,000 global employees were studied by the Boston Consulting Group, and the top reason they reported enjoying their work was “feeling appreciated” (#2 was having a good relationship with their


supervisor, and #4 was that they had a good relationship with their colleagues. Financial compensation didn’t appear until #8). Four out of five employees (81%) say they are motivated to work harder when their boss shows appreciation for their work.

Authentic Appreciation

A vibrant workplace isn’t a perfect, utopian organisation that is without struggles or challenges. In fact, the vibrant workplace actually can exist in the same external conditions as a toxic workplace. But somehow, this particular culture has found ways to resist and repel negative influences, to train team members to build healthy internal processes, and to continually put forth positive energy toward the organisation’s goals.

Communicates directly at a personal level between team members, rather than the indirect impersonal messages typically sent in an unhealthy workplace

Creates proactive energy for the recipient, for the sender, for others observing, and for the organisation as a whole Serves as a “repellent” and protector against negative influences that can damage the members of the community Displays genuine affirmation - not faked displays or a cheap imitation, and not just trying to look like the real thing

Gives team members the energy and stamina to overcome the obstacles encountered in everyday work life

How does all this happen?

In ‘The 5 Languages of Appreciation in the Workplace’, we identify five “languages,” and then give action steps for each one. The languages of appreciation are Words of Affirmation, Quality Time, Acts of Service, Tangible Gifts, and Physical Touch. We have found that each person has a primary and secondary language of appreciation. Our primary language communicates more deeply to us than the others. Although we will accept appreciation in all five languages, we will not feel truly encouraged unless the message is given through our primary language. When messages are sent repeatedly in ways outside of that language, the intent of the message misses the mark and loses the impact the sender had hoped for. A healthy organisation can’t develop without authentic appreciation - a core component and driving force for a vibrant workplace to grow and prosper. Why is this so important? Because authentic appreciation: Affirms the value of each member of the organisation, helping them function better and grow in their competencies

Creating a WORLD of Difference

In the work I have done consulting around the world, I’ve observed some common obstacles to creating a culture of appreciation. These include lack of leadership from management, toxic workplaces, the challenge of unique settings and employee characteristics that create problems. As you may already know only too well, not every organisation jumps at the chance to personally, individually, express appreciation to their team. You may be part of one of those organisations. In my book, ‘The Vibrant Workplace’, you’ll learn to identify the most common obstacles to applying the 5 languages in the workplace and become equipped with proven strategies to be the “change agent” to help build a healthier workplace – where people feel truly valued.

More info: www.appreciationatwork.com



The Changing Face of Corporate Health and Wellbeing WORDS: Kim Davies, Corporate Health and Wellbeing Manager, Rossborough Healthcare

Without question, there is an overwhelming acceptance from the corporate world that there is a need to support their employees in all areas of Health and Wellbeing. At Rossborough Healthcare we are passionate about this subject and regularly meet with clients who are equally passionate, but with so many key areas of need we often see clients who are unsure of where to start. The best place to start is with your own employees for as an employer if you have a genuine desire to support your team you need to understand what their unique needs are. Health and Wellbeing means something different to every individual, so ask employees what help and support it is they need and how they want it delivered. The act of asking them what they want is, in itself, a very powerful action. Research shows that the most engaging and successful approaches to employee wellbeing are those that are tailored to a specific employee population and address their interests and needs. Workplace wellbeing can often be presented under the guise of benefits such as free fruit and lunchtime and yoga classes and whilst these certainly have their place they rarely get to a deep enough level that fosters true engagement. Successfully addressing workplace wellbeing can also often involve a significant cultural change and this can be difficult to achieve unless there is support from the top. That said, we all have a part to play and so what is it that we as employees can do to help promote a culture of acceptance and wellbeing in the places that we work? We must first recognise that we are all human


and we all have bad days so let’s all start by having more human conversations with those around us. We can start to tell the truth when asked how we are feeling and begin leading by example. We can be the ones to ask our Manager for a walk and talk when we are struggling or where we can find help if we need it. Ever increasing demands on employees’ personal and working lives mean that mental wellbeing is a key area of need and that is sure to continue to be a significant theme throughout 2020. Companies are again increasingly recognising the importance of good mental health, however many simply don’t feel confident in managing and communicating these issues in the workplace. Line managers are absolutely fundamental as they are the ones responsible for supporting their direct reports day to day, although many lack the experience, training or confidence to properly support their team. Employers should be clear that they are not expecting their line managers to become experts in mental health or to handle problems alone, however they need to provide them with the skills to identify when an employee is in need of help and


"Employers should be clear that they are not expecting their line managers to become experts in mental health or to handle problems alone, however they need to provide them with the skills to identify when an employee is in need of help." the knowledge to be able to signpost them to the support and resources available. Support such as a company Employee Assistance Programme, mental health first aiders and private medical insurance schemes in the event of a diagnosed mental health condition, are all excellent resources to have. A manager’s toolkit designed to equip line managers with the information, details of services and phone numbers available to help them support their team, can also be a very useful tool. Although a bespoke, tailored Health and Wellbeing strategy is the ideal, for any employers who don’t yet have a bespoke strategy in place but want to do something, they can begin by looking at key national and international campaign dates. By doing so employers can use these campaigns and utilise their publicity to add to any internal marketing. This in turn increases the impact and adds external validation which can be powerful.

For organisations that already have a strategy in place which is tailored to the needs of their own workforce, there is still value in trying to align their own calendar of events around the national campaigns, which will help support the activity they are doing in a particular area, again providing powerful external validation. It is clear that if a Health and Wellbeing strategy is bespoke, regularly reviewed, delivered with the right motivation and a genuine desire to improve employees’ health and lives both in and out of work, it has the best chance of being both successful and sustainable. By giving employees the tools to not only be the best version of themselves at work but in all areas of their lives, it has the potential to have a hugely positive impact in our workplaces, our homes and our communities.

More info: www.rossboroughgroup.co.uk

Creating a WORLD of Difference



How to be Authentic at Work WORDS: Andree Funnell, Author, Consultant and Workplace Wellbeing Expert

Many of us like to compartmentalise our personality to fit ‘home and family you’ and ‘work you’. Ask yourself whether there's a part of your personality that you keep to yourself when at work and don’t reveal to other people, as much as sometimes you'd love to let it loose? There could be a number of reasons why you do this; perhaps it's out of fear of judgement. Or it could even be down to the ideals that society has projected onto you about how you should or should not behave. This part of your personality that's hiding within is your ‘authentic self '. Like many people I have spent a large period of my life trying to be someone I am not, for all sorts of reasons. The main reason is often conformity or believing you have to act in a certain way in order to be seen as credible and respected. Conformance is encouraged from many directions: parents (upbringing); relatives; bosses; teachers; culture; to please others. 48

Did conforming make me happy or successful? The truth is, no. I was miserable and also found this alter ego did not serve me well as I was not achieving the results or recognition I desired. I always felt that I was trying to prove something to others, particularly those in authority or seniority (both in position and age). During our careers we are told to behave ‘professionally', but what does that actually mean. Does it mean that we become someone else at work – ‘the imposter’? The imposter syndrome has derived from our feeling that we need to conform to a pattern of behaviour that fits in with an organisational


culture. This often means that we are behaving inauthentically as an imposter at work. Therefore when we leave our place of work we take off our mask and revert to our true self with our acquaintances, friends and family. In my experience most of us are not being our authentic true self and are living by someone else's rules and expectations causing stress and forcing us to live behind a mask in order to be able to conform. When I ruminated about the roles I had throughout my career, I realised that I was trying to conform and prove something to others, particularly those in positions of seniority or authority. This conformity led to the fact that I was not being authentic. I learnt I needed to drop the façade and be myself. Once I did this, the results were lifechanging. I was able to develop deeper and more sustainable relationships, have a greater degree of influence and deliver tangible and effective solutions in my role whilst helping people to change their working behaviour and their lives.

Here are seven top tips on how to be authentic at work and why it’s important. Understand how you are perceived by others and whether their opinion matters to you and why? To successfully change the way that you think, it's helpful to first understand other’s perception of you which will help you identify whether you are coming across as authentic or dis-why you are thinking that way. Why does it matter to you so much what other people think of you? Get feedback from your boss, peers and those who you are responsible for.

You’ll enjoy your job more

First things first, like in any area of your life, you’ll feel far more relaxed when you’re being your authentic self and not wasting energy trying to convince people you are someone else. And the energy you save from dropping the corporate mask, you can dedicate to challenging yourself in your role and finding true satisfaction in what you do. Hopefully, in turn, you’ll feel more excited and engaged in your job.

You’ll feel more confident

Not only will you feel more relaxed when you’re behaving authentically, but you’ll likely find that you feel more confident in yourself too. When you craft a business persona for yourself, the act of deciphering how you think people do and don’t want you to behave can breed uncertainty and self-consciousness. But, when you come to the decision to embrace your authentic self, you’ll begin to second-guess yourself less. This will give you the confidence to voice your thoughts and ideas with more conviction.

You’ll connect better with other people

People have an instinct for sniffing out a fake, and if you’re behaving in a false way, it’s likely that those around you are aware of it. You’re much better simply being yourself, as people are much more receptive to those they perceive as genuine. You’ll be in a much better position to forge strong relationships at work, as when you’re comfortable sharing your true self with others, they are more likely to open up and do the same with you.

It will build trust

Being authentic at work demonstrates to others that you’re an honest individual who can be trusted. Because who wants to listen to somebody who isn’t straight with then? While wearing a ‘corporate mask’ may be done with the best intentions, people are inspired by genuineness.

You’ll learn about culture fit

Of course, it’s not always possible to be your authentic self at work if the company culture does not align with your own personality and values. But, while it’s perfectly reasonable to adapt your behaviour for certain settings, e.g. a client meeting, if you find that you’re having to suppress your entire personality to fit in, this may be indicative that the business or industry is not a good fit for you.

Don't try to please everyone

Trying to please everyone is an impossible task as no matter what you do or say there will always be someone out there who will judge you.

More info: www.behind-the-mask-book.com Our day-to-day lives are so busy and full that we fail to analyse our behaviour and realise that we are not living authentically. If you can relate to what has been described so far, you may be living behind a mask. In Andree’s recently published book ‘Behind the Mask' you will be able to discover your authentic self through the completion of a number of self-analysis questionnaires and activities to help you analyse the areas of your life where you are unfulfilled or unhappy, and identify the true you. Creating a WORLD of Difference



Work Emails in the Evening: Yes or No? WORDS: Beverley Le Cuirot, Founder, WellBeing At Work

The debate surrounding the sending and answering of work emails in the evening has continued for some years. Following a German study conducted by researchers from the University of Hamburg back in 2015, supported by the German Federal Ministry of Education and Research and published in the peer-reviewed Journal of Occupational Health Psychology, the NHS announced that checking emails out of work 'can reduce wellbeing'. It found working outside normal working hours limits the sense of detachment from work, and these factors are linked to feeling more tired and less relaxed and content the next day. It was also linked to higher morning levels of the stress hormone cortisol. This issue is very relevant to today's working culture, where remote working and smartphones allow many of us to be continually engaged with work outside normal working hours. It also enables those of us with families and/or caring and other out of work duties to flex our time to suit. The debate came to a head back in 2017 when France passed a law requiring companies with more than 50 employees to establish hours when employees should not send or answer emails. Some saw this as an across the board ban on emails after 6pm, and many organisations have introduced their own policies with every good intention, to limit the hours their employees need to think about work. In 2019 New York City even discussed proposals to become the first city in the United States to grant employees the ‘right to disconnect’ after work. The concern I expressed at the time is based on the fact that stress is created when we feel out of control. Those of us who prefer the flexibility to read and response to emails at a time to suit us, outside of working hours, would be prohibited from doing so. As with all things wellbeing, it is an individual issue – what works for some, doesn’t work for others, and it is therefore interesting to see two new reports with differing findings. Where do you stand? On the one hand, a study conducted by researchers at the University of Sussex suggests that banning out-of-hours email could do more harm than good to employee wellbeing.


Workplaces are increasing introducing policies which limit access to emails outside of working hours in an effort to combat burnout and work-related stress. However, the University led study shows that while blanket bans could help some workers to achieve certain goals, they could impede the progress of other employees towards their own targets. The study warns that presenting strict policies on email use could be particularly difficult for employees with high levels of anxiety and neuroticism, saying that it is important for employees to be able to control their response to the growing accumulation of emails which can cause stress and feelings of being overloaded. The study’s lead author, Dr Emma Russell, psychologist and senior lecturer in management at the University of Sussex Business School, says that the findings make it clear that ‘one size fits all’ solutions for dealing with work email are unlikely to deliver. She said: “Despite the best intentions of a solution designed to optimise wellbeing such as instructing all employees to switch off their emails outside of work hours to avoid being stressed, this policy would be unlikely to be welcomed by employees who prioritise work performance goals and who would prefer to attend to work outside of hours if it helps them get their tasks completed. “People need to deal with email in the way that suits their personality and their goal priorities in order to feel like they are adequately managing their workload. When people do this, these actions can become relatively habitual, which is more efficient for their work practices.”


Accordingly, this may mean that company-wide policies such as those introduced by early adopters Volkswagen and Daimler, which configured servers so emails are only sent to employees’ phones half an hour before the start and after the end of the working day, and not during weekends, may be to the detriment of the wellbeing of some employees, the very thing it was introduced to improve. On the other hand, as we went to press, the 8th annual report of the 2020 Modern Families Index published its latest findings indicating that evening emails 'overwhelm working parents' and that more parents now feel under pressure to check their work emails in the evening. The report found that 44% of parents check their emails or do other work at night. Of those, three quarters said they did not have a choice, an increase since the study was carried out last year. This is causing tension at home with more than half of respondents saying it led to arguments with their children or partner. The ability of working parents to "switch off " from their work was also shown to being undermined by the rise of modern communications, with almost half agreeing the boundaries between home and the workplace have blurred. Jane van Zyl who runs Working Families, the charity behind the report said: “It paints a complex picture of the changing ways that families balance work and home life. The Index shows that parents’ attitudes towards family and work are shifting.” Denise Priest of Bright Horizons which partners with Working Families to produce the report, said she feels “cautiously optimistic that the tide is turning in favour of family friendly workplaces and less gender division

around caring responsibilities. Over half of parents surveyed this year feel that their line manager cares about their work life balance and (possibly as a consequence of this) that they feel confident discussing family-related issues with their employer. “There’s no “one size fits all” fix for all the challenges and nuances around the work and family balance. Organisations which do this best undertake an approach which is both multi-faceted and holistic; a variety of practical support measures for employees throughout their key life changes, underpinned by access to information and resources, in an environment where people feel safe in asking for the help they need and where leadership at all levels “walks the talk”. Access to flexible working is increasing, with more than half of the survey’s respondents working flexibly; this is good news – but how many of the remaining parents wish for flexibility but are denied it? Flexible working can make the key difference in helping parents manage work and family – but it must be realistically possible to do the job in the time available or stress and burn-out will result. Technology can be a wonderful enabler, but when it starts to blur boundaries and means employees don’t feel they can switch off in the evenings and weekends, inevitably family life suffers.



How Confidence Is In Your Power WORDS: Kate Wright, Founder of Arbre Consulting

Why is it that in some roles, situations and relationships we feel positively raring to go and in others drained of energy, perhaps even a little scared to put our heads above the parapet? An important step in feeling confident is to understand the nature of the relationship you have with different stakeholders, or how different situations affect your mindset and behaviours, and learn to be proactive.

Proactivity and The Locus of Control

The Locus of Control (originally developed by psychologist, Julian Rotter, in the 1950s) is a framework of personal motivation and the ‘locus’ of control, i.e. who we believe has control of a particular relationship or situation – ourselves (internal) or someone else (external). The theory suggests: If you have an internal locus of control, you believe that you are responsible for who you are and what you are – the quality of your life is determined by the choices and the actions that you take. If you have an external locus of control, you believe that others are responsible for who you are and what you are – the quality of your life is determined predominately by your environment, luck or fate. We are not necessarily an ‘internal’ or an ‘external’ – we are all somewhere along the spectrum – but most of us tend to naturally lean towards one or the other. It is not always the case that having internal control is the best thing – ‘externals’ can also lead pretty easy-going and happy lives! However, there is research to suggest that people higher up in organisations tend to be ‘internal’ and that ‘internals’ tend to be more achievement oriented and successful in business. There are also many other factors at play here, such as privilege and disadvantage, but the theory goes that the Locus of Control can be a learned behaviour – so we can apply it to help ourselves become more proactive, and therefore more confident and successful.


High Motivation Reactive


External Control

Internal Control Latent Potential

Victim Low Motivation

If you look at the Locus of Control, you can see that to be proactive you need to feel both in control of the situation and also highly motivated. Conversely, if you feel that you have no control and low motivation you may well be feeling very uncomfortable and low in confidence – rather like a victim. If you are sitting in the ‘Latent Potential’ quadrant (i.e. you are not fulfilling your potential or feeling challenged) or, even worse, the ‘Victim’ quadrant you really need to take responsibility for how you are feeling and take some steps to move yourself out of this position. There are many situations in which it is perfectly fine to be sitting in the ‘Reactive’ quadrant – someone else is in control, but you are still feeling highly motivated and happy – for example, in a job that you enjoy and are comfortable with a boss giving you clear instructions. However, if you want to become more personally effective and especially if you want to move into a leadership position, you will need to take control of your own destiny, rather than allow it to be dictated by others or events that are beyond your control.


What stops us from being proactive?

The sex lives of celebrities and politicians The news

The economy

Where you live and work, what you read and buy

What other people think of you

The weather

Political views of others

Natural disasters

Wars, weapons and terrorist threats

Covey explains that to become more proactive we need to focus much more on the things within our circle of control, and much less on the things within our circle of concern. A quick win in this respect is to stop obsessing with the news and social media and focus on what you are doing, thinking and feeling. By focusing your energy on the things that you can change, you will find that your circle of control naturally grows – and you will become less reactive and more proactive.

Some easy steps you can take to become more proactive:

Circle of Control

Circle of Concern

Stephen Covey, in his book ‘The Seven Habits of Highly Effective People’, used ‘The Circle of Influence’ to demonstrate why some people are proactive and others are reactive:

Your attitude and enthusiasm Businesses Places you you start travel to Where you work What you read

What you buy

Where you live What skills you learn

Leadership positions you hold

Articles and books that you write

Plan Your Work, Challenge Assumptions and Look Forwards. Action plan for the future based on what is

important to you. Take a deep breath and actively question the assumptions of those around you if you disagree with them, and propose other, better options.

Focus on What You CAN Do. Rather than making excuses for your failures or lack of action, learn from them and focus on what you can do or change to help you be successful.

More info: www.arbre.je

Map out your own circle of concern and circle of control. Are you more focused on the external? Action plan

how you can reduce the size of your circle of concern and take steps to increase your circle of control. There is little to be gained in worrying about things that you cannot influence. Instead, to quickly increase your circle of control, prioritise and build time into your schedule to focus on something important to you, whether it be learning a new skill, reading recommended books, writing articles or perhaps exercising more regularly.

Problem-Solve. Rather than dwell on problems, develop a problem-solving mindset – anticipating and preventing them from occurring as much as you can too. Define exactly what the problem is. Decide what you need to do to overcome the problem and how you’re going to do it – and just do it! Kate Wright is Director of HR Consultancy, Arbre Consulting, and a performance and Executive Coach. She is also co-founder of The Diversity Network, a business networking group with a not for profit ethos, which aims to facilitate and enable greater diversity and inclusion across the business community in Jersey. 53


Finding One’s True Self I Did, You Can Too! My Journey to Becoming a Certified Practitioner of Love and Authenticity Coaching. WORDS: Carol Le Quesne, Founder of Feathers Healing

So last year I decided to do something I had been thinking about for a number of years, to train as a life coach. I believed that this would enhance the metaphysical work I was already doing with clients, in my existing practice. My reticence had been my perception, that life coaching could be too pushy, or intense. It felt pressured if you like, but the call to train as a coach was becoming more persistent. I was waiting to be guided to the right course, then by accident/synchronicity or chance, I stumbled across the perfect fit for me. The approach blew me away and I signed up without hesitation and started the training, although that sign up and getting a place on the course also felt like a small miracle. I had no idea how much of an expansive experience it would be, or the roller coaster ride I was about to go on.


The training was a real look in the mirror and much of the work was self-focused initially. To coach effectively we have to understand ourselves, to be able to change the things we have not previously been aware of. As the process unfolded I became even more aligned with my Self, I began to really understand who I was at an even deeper level.

This was magnified exponentially as my coaching training went on and I achieved certification as a Certified Practitioner of Love and Authenticity Coaching. The course was intense cramming 18 months of work into six months filled with tutorials, home study and one to one sessions, including work


with a mentor who was amazing, an awesome group of accountability partners, and many hours of case studies and practical assignments. The training journey was about deconstructing illusions that we as individuals create, to avoid working through stuff, it was not the most comfortable experience, it was a really deep dive, into all of the richness of the darkest days and experiences we have had. It's about learning to see those experiences, through an unfiltered lens filled with love and compassion for ourselves. Oftentimes, we aren’t operating from our Inner Being. In fact, most of the time we’re running away from ourselves. We try to numb ourselves from past pains. We try to dull the anxiety of the future. We are not in a place of loving ourselves or acknowledging how we are feeling. We often revert to the "I am fine" syndrome and deny our true emotional state of being. It was challenging emotionally, mentally and spiritually to totally re-examine beliefs, learning how to rewire the brain for happiness and success, for abundance; learning to rewire the heart for love at a deeper level to anchor so it became a default setting, shifting the limiting stories that we all have. Even after years of self-work I found there was more to be done and I am ever humbled by how much, if we choose too, we have the capacity to grow and continue growing.

What I have found is that we really do have to choose growth, and that was a really big realisation for me on the course when I looked back at my life, despite challenges I have always chosen the path of growth. I love that I saw that quality in myself, I recognised that I am excited by all of the potential around me, my own potential. A big part of that growth came from learning how to catch negative selftalk, understanding how we subtly self-sabotage ourselves with this.

"I am so much better at boundaries now, at being completely honest with myself and others about where I am." How we create limiting identities in order to fulfil expectations we have not even noticed we have adopted. We learned to shift the heart, to shift the mind, to calibrate changes and to grow. This kind of life coaching approach is gentle and yet so powerful, that I was amazed at the further transformation that occurred in my life, as a result of the training. I am so much better at boundaries now, at being completely honest with myself and others about

where I am. I love it and I am ready to share that knowledge and to encourage anyone to take the plunge and dive deep changing that which doesn't deeply resonate, to learn to more accurately hear the inner voice (the soul voice) and to filter everything through the heart space. I feel more equipped than ever to support people on their journey to empowerment and joy. When we’re diving into our deepest pains and releasing all of our fears, that work can be daunting and having a coach beside you to help you through it and reveal new perspectives is how miracles are created in our lives. A miracle is when something goes from a fearful place to a loving one. A great life coach will be able to help you see when you’re operating out of fear, and steer you into a direction of love, but remember, a life coach shouldn’t be forceful. A great life coaching session will have you coming to your own realisations, and just support you to anchor in those shifts and changes. That is the process I experienced through my training, it was powerfully life changing, it was deep and real, it was loving and nurturing, and it has added an amazing new dimension to my work.

More info: www.facebook.com/feathers-healing



Workplace Mental Health and Wellbeing: Moving Mainstream WORDS: Claire Farrow, Global Director of Content, Mad World Summit PHOTO: Jillian Edelstein

Interest in workplace mental health and wellbeing is at an all-time high and it’s not a passing fad. Employers are moving beyond asking why they should be doing anything to support employee wellbeing. Now they’re asking how they can do this effectively. That’s where the Mad World Summit comes in. Mad is an acronym for Make a difference - to workplace mental health and wellbeing. Taking place the day before World Mental Health Day, the focus was on promoting best practice and showcasing practical solutions. Here’s a snapshot of my key takeaways:

1. A meeting of great minds

Over the last ten years, the quiet mental health revolution that has taken place is increasingly being driven by employers who have taken up the baton of mental health. But now we need to keep running. Paul Farmer, CEO of leading mental health charity Mind threw down the gauntlet. The challenge is to go from good to great. This


means embedding sustainable strategies for employers that have already begun their work in this area. It also means helping others to get started.

2. Good work and safe workplace cultures underpin mental wellbeing

Shockingly two in five people develop a mental health condition where work is a contributory factor revealed Louise Aston, Wellbeing Director, Business in the Community. To tackle this, employers need to aim to create good work that enhances mental health for everyone. And you can’t have good employee mental health and wellbeing if you haven’t got the organisational culture right. According to Peter Cheese, CEO of the


Chartered Institute of Personnel Development (CIPD), good work is: A job that pays me fairly A job where I have my voice heard A job where my skills are being used effectively and I’m being developed A job where people care about me and wellbeing is fundamental, as is work life balance

3. Data is no longer dull

Data used to be a topic that caused people to glaze over but that’s no longer the case. The doyenne of workplace wellbeing and expert adviser on health and work to NHS England and Public Health England, Dame Carol Black reminded us that too often, employers put mental health and wellbeing initiatives in place without asking employees what they want and without really knowing who needs them the most. Data about employee needs should be used to inform effective mental health and wellbeing strategies. Data can also be collected to evaluate the impact of strategies.

4. But don’t drown in it

While data is important, it shouldn’t be the only driver. Mental health and wellbeing programmes only stick if employers genuinely care about their workforce. Data can however be used to help senior management see that caring about their employees will help them to achieve their business objectives. In this case, the key is to ask what the data is telling you and why it should keep the C-suite up at night.

7. Follow the leader

When it comes to supporting mental health and wellbeing in the workplace, leadership is the key to success. This ranges from setting the tone from the top of the organisation that it is safe to speak up, to ensuring all levels of manager are equipped with the skills they need to lead and listen well. On the other hand, don’t to hold the reins too tightly. To get line manager buy-in, avoid ivory tower initiatives. Leaders need to create a vision, with context and boundaries, but then immediately empower teams locally to act. Keep in mind that bureaucracy heavy policies can stop initiatives – around flexible working for instance - from flourishing.

"Mental health and wellbeing programmes only stick if employers genuinely care about their workforce."

5. Technology, friend or foe?

On one hand, the barrage of digital communication that we receive, the endless updates that we need to keep up with and the uncertainty caused by the perceived threat to jobs of artificial intelligence (AI) are increasing workplace stress and burnout. On the other hand, technology, particularly when it is used in conjunction with human contact, can improve the effectiveness of mental health support. Northumbria University’s use of big data and AI to nudge students into communicating about their mental health and wellbeing before problems escalate, illustrates how technology is nurturing the human relationships at the heart of good mental health.

6. Balancing the budget

to workplace culture, mental health and wellbeing. Some strategies cost nothing but can have a significant impact. Examples include changing compassionate leave, introducing personal days for life moments and reviewing the time off policy. On the other hand, to be sustainable, strategies need to be backed up by a commitment to invest. As an example, Ian Stuart, Group Managing Director and CEO, HSBC UK Bank plc highlighted the company’s decision to invest in Bupa health insurance for employees that also covers mental health.

You don’t need a big budget to get started but be prepared to invest if you want to make a sustainable difference

8. The whole picture

It pays to take a holistic approach. Mental, physical, financial and social health are all intrinsically linked. Employers need to focus on the organisation but also the needs of the individual, including education and selfawareness. Whilst avoiding falling into the trap of labeling, mental health and wellbeing programmes should be inclusive and have the flexibility to meet the changing needs of employees at different life stages. For employers that are ahead of the game, the discussion is evolving to look at measuring impact and maintaining momentum. The danger is that those that have not yet embarked on supporting mental health and wellbeing are put off by what appears to be a complex task. Whilst a strategy is important, small steps forward can be a great way to start. As Amy McDonald, Founder and CEO of mental health and wellbeing provider Headtorch said: “It’s not rocket science, it’s just about being human, actually caring and making that work on a big scale if you’re in a large organisation or a small scale if you’re in a small organisation.”

More info: www.madworldsummit.com Creating a WORLD of Difference



Authentic Leadership, Why it is Beneficial for Your Mental Wealth WORDS: Ruth Cooper-Dickson Positive Practitioner, MD & Coach at Champs

We all know what an inauthentic leader looks and sounds like. You only have to turn on the news to witness inauthentic leadership being played out across the globe by politicians. There will be something we do not quite like, maybe a feeling or the actual words they are spouting, but in our hearts it will not feel like there is a genuine connection between them as a person and how they are acting or behaving. This is the exactly the same in the workplace. I am sure there have been points in your career when if not your own line manager, but another senior leader displays those types of characteristics giving the impression they are not being authentic in who they are. Let us start by understanding the word authentic. It came from the Ancient Greek word authentikós meaning ‘principal or genuine’. The etymology of the word leader, comes from an Old English word lædan, meaning ‘to go before as a guide’. Therefore we could assume that authentic leadership is about guidance through principals or genuine actions.


Consequently, being an authentic leader means understanding your entire self. It is about self-awareness of the highest order. With that learning it requires an ability to be open and vulnerable, to explore and reconcile everything which makes you, well … you, and that has to include embracing both the light and the dark side of what makes you human. Some of you may have flinched when I mentioned the ‘dark side’ – what do you mean? I have no flaws; I am a good person! Yet as we know in life, there are both good and bad times. Times when life is hard, difficult, complex and tough – it is not always a bed of roses. The same with us


humans. There are times when we can be under pressure, feel fatigued, or more anxious and we are not our best selves – therefore how does knowing all this help with our mental wealth as a leader? Mental wealth is about you holistically investing in your own wellbeing. Therefore, as a leader you need to understand what stressors affect you. You need to be aware of your ‘go to’ coping mechanisms to deal with pressure, often these may not be helpful. Do you ask for help? Admit when things go wrong? Blame events on other people? Take all the credit for the team effort? Harness a growth mindset? Show your employees your vulnerability? As a human and a leader you are fallible. The idea of a leader wearing the cape of a superhero is slowly starting to be eradicated into a real tangible person. Someone who has faults, feels the strain and even sometimes gets things wrong. Being an authentic leader is not what you say you are, it is what you are. This does not give you permission to bully others, saying what you think to hurt and undermine others under the guise of honesty. This is not what authentic leadership is about. Authentic leadership seeks to support people’s own direction and nurture their motivations. It has the power to transform, and if you understand what authenticity means for you, it will permeate right down your business. Professor Stephen Joseph, the author of Authentic – how to be yourself and why it matters demonstrates that authentic leadership has the power

to transform across four elements; idealised influence, inspirational motivation, intellectual stimulation and individualised consideration.

others to work out problems for themselves and give your business a competitive edge by helping people to see things differently.

These four elements can be developed to increase you and your teams mental wealth:

Individualised consideration: switch on your emotional intelligence. Leaders should empathise (note, not sympathise!) listen (can you actively listen?) and genuinely care for others. This approach will take time and effort to build trust but depending on which way you play it this will either have a huge positive or negative impact on your teams overall wellbeing.

Idealised influence: when you know your purpose, meaning and values it gives direction to your moral commitments in the business. Spend time on activities allowing you to

"Authentic leadership seeks to support people’s own direction and nurture their motivations. It has the power to transform, and if you understand what authenticity means for you, it will permeate right down your business." connect between your why, your purpose and your organisation Inspirational motivation: create ways to develop more positive aspects to your life. Research demonstrates authentic people play to their strengths and are grittier. This creates self-efficacy in you and your team Intellectual stimulation: harness a growth mindset. You will not have all the answers. Show the team it is good not to be perfect all of the time. Through failure we all learn and can move forwards. Challenge

We all need support in both uncovering and working with our authentic self. This is why the right coach can be an effective and beneficial method to help unlock this potential. It requires effort and work on an ongoing basis, as we all change throughout our life. However the more effort you put in to understanding your authentic self, the impact will be felt far and wide on those people who come into contact around you in your relationships – both at home and work – creating in you a depth of positive mental wealth.

More info: www.champsconsult.com Ruth founded Champs, the global wellbeing consultancy after suffering from burnout and realising how little mental wellbeing support there was – and still is – in City workplaces. Her vision for Champs is to ingrain a culture of positive mental wealth and to make wellbeing more relevant, personal and fun for all employees, as well as a business asset in an ever-changing work environment. She is a well-respected thought leader in mental health and as well as being a positive psychology practitioner and coach, she is patron of the national charity, No Panic. She is the Keynote Speaker at the Leadership Jersey event on 26th February 2020.

Creating a WORLD of Difference



It’s How We Handle ‘Stuff’ that Makes the Difference WORDS: Clair Cousins Managing Partner, The Resolution Centre

Ever find yourself wondering why you just ‘keep going’ ‘just’ turning up and not be the best version of you??? I know I do! We can positively impact how we manage this to be the best we can. In the great words of Stephen Covey - Seek First to Understand Then to Be Understood. If you are always trying to be right and never care to understand the other person(s) point of view resolution is not in your cards. Understand differences in perception – just because you see a situation one way doesn’t mean others will see it the same as you. We all have our own stories and different experiences that influence our thinking and emotions – be kind, there may be something you are not aware of. What, how and what? Explain WHAT happened and importantly how you may have contributed, HOW this made/makes you feel could WHAT could you do differently that might support you both. Know when to give yourself a ‘Time Out’ – ever sent a child to the naughty step? Knowing when to take time to regroup and let the other person know you need some

time. The time is healthy for both sides of the conflict to help give perspective and determine a plan for resolution. Ask for help – someone outside of the issue can be a voice of reason. This is a personal favourite odd tip when I feel cheesed off or down. Indulge it in your own way … for 24 hours! Watch an emotional film, switch off and listen to music, or go for a long walk in the rain. Give yourself the space to purge the feeling. Even if these suggestions are just reminders of what you already know, I hope they’re a refresher. Remember, life is too short to carry conflict for long. Take responsibility now and move forward. None of us are perfect, conflict is a fact of life; it’s how we handle it that makes the difference.

"Watch an emotional film, switch off and listen to music, or go for a long walk in the rain. Give yourself the space to purge the feeling."

More info: www.theresolutioncentre.com 60


Creating a WORLD of Difference



How to Overcome Destructive Perfectionism WORDS: Dr. Anne Whitehouse Author & Women’s Empowerment Expert: Defeating unconscious bias and creating invincible achievers.

So many of us are conditioned to be perfect. We want perfect marks. We want a perfect record. We want the perfect grade, assessment and appraisal. We believe that being perfect and doing things perfectly is both desirable and possible. Here’s the problem though ... perfection isn’t possible for humans. While we might get full marks in a test, we can’t do every task and every project perfectly or have perfect interaction with our family, friends and colleagues. Quite simply we are DOOMED TO FAILURE, every single day. I know this sounds extreme, but that’s the problem. It is extreme. When we have the perfectionist programmes deep in our minds, the subconscious literally thinks it is a matter of life and death. If something doesn’t go so well for you, consciously you think “it’s a bit disappointing not to have done better.” However, the subconscious is saying something very different. It is saying if I’m not perfect I’ll be rejected, I’ll cease to exist, I’ll die!! Unfortunately, the subconscious dominates how we think and feel. It tells your body that you are in extreme danger, that you must attain that perfection at all costs. The result: start on a self-destructive path of pushing yourself harder and harder. Forever striving for that illusive perfection. I know this path all too well, and it was responsible for the complete breakdown in my health. Years ago, when I was in my first career of university lecturer and scientist, I was all set for a great


academic career. However, no matter what I achieved, I never felt good enough. I always felt as if I had in some way fallen short of what I should be. The fact is that the mind and body simply cannot take this amount of pressure day after day and year after year and soon something will break. It’s essential for your future wellbeing to change your outlook on life.

"Do you feel truly fulfilled in your achievements or are you always driven for the next step? Are you much harsher with yourself than you are with others?" These programmes are ingrained very deeply. We can’t just stop. The only way to really free yourself is to dig deep and reprogramme your mind with specialist techniques. However, all is not lost because there are some really effective steps that will help you start breaking down that selfdestructive cycle.


1) Recognise what you are doing! Notice how much perfectionism is really controlling your life.

So how do you know whether perfectionist poison is undermining you? Ask yourself this … Do you feel truly fulfilled in your achievements or are you always driven for the next step? Are you much harsher with yourself than you are with others? Do you feel deep-down not good enough? If you answer yes, then it’s very likely that you desperately need to take these steps and free yourself.

2) Acknowledge once and for all that this is NEVER a good and healthy thing.

The drive to attain perfection is very deeply ingrained. To free yourself from it, it’s important to remind yourself frequently that optimisation gives you better results in the long

Creating a WORLD of Difference

run. Just once won’t do it! So, be persistent to get results.

3) Beat your subconscious mind at its own game.

Perfectionism means maximising everything all the time, which is unsustainable. However, if you instead decide to OPTIMISE your efforts so you can produce sustainable excellence over all aspects of your life for many years, then you’ll actually achieve a lot more. So, tell yourself frequently, ‘when I release the need for unattainable perfection, and optimise my efforts, I achieve a lot more.’ Take these simple and easy steps, and your subconscious will begin to

take on board the truth perfection is a false friend. When you begin to understand deeply that the TRUE PATH TO ACHIEVEMENT is through OPTIMISATION. Only then will perfectionism will begin to release its unhealthy grip on you. I can’t emphasise enough just how essential it is to get this shift in mindset. When your goal is perfection, this doesn’t include love, support or nurturing for yourself and so you suffer. When optimisation is your goal, this includes your health, happiness and wellbeing. When you are strong and happy things fall into place and excellence flows.

More info: www.feminineconfidence.com www.lifealchemyblog.com www.facebook.com/AnneWhitehousePhD



Eating Healthfully with Plant Based Foods WORDS: Susan Burry, NutritionU

Being the Nutrition Consultant for the Enquiry Service of the Vegetarian Society, I see first-hand the indisputable passion, authenticity and integrity of the vegetarians amongst us. Intrinsically committed to their food and lifestyle preferences, their aim is to avoid animal products, protect the environment and stay healthy. They need no encouragement or motivation with this; where they do look for support is with their food choices to ensure a wide variety of foods to provide them with the necessary nutrients. Research has shown that vegetarian diets can provide health benefits as compared to non-vegetarians. From a research point of view, studies have found lower risk of mortality from ischemic heart disease in vegetarians compared to non-vegetarians. Vegetarian diets can help achieve a lower body mass index and blood lipid levels, therefore modifying risk factors related to heart disease. Diabetes UK has stated that it is estimated that more than one in 17 people in the UK has Type 2 Diabetes (diagnosed or undiagnosed). Since 2013, there have been 3.2 million people who have been diagnosed 64

with Diabetes in the UK. By 2025, it is estimated that five million people will have Diabetes in the UK. But studies suggest that a vegetarian diet is associated with a reduced risk of developing Type 2 Diabetes. This may be associated to several health benefits of a vegetarian diet such as lower body weight observed in vegetarians compared to non-vegetarians. Their diets are higher in dietary fibre and low glycemic indexed foods mostly from whole grains, soya, vegetables and legumes and of course reduced consumption of processed red meats. Fruit and vegetables are known to fight disease, help with Diabetes, lower cholesterol and help you lose weight, vegetarians can easily get their 5 a day.


A number of nutrients can be a little more challenging for vegetarians to obtain sufficient quantities in their diet, but with proper meal planning this can be easily met. Commonly these include Iron, Vitamin B12 and protein and a question I get asked repeatedly. Iron is an important mineral for women and it can be common to have a deficiency. It is important to have enough iron in your diet on a daily basis to improve your storage of iron and maintain it at a good level for health and energy. Practically, vegetarians will need to consume more iron from vegetarian foods due to lower absorption from these foods containing non-haem iron. In the UK, the recommended daily intake for iron for adults over the age of 50 is 8 mg per day. Due to lower absorption in vegetarian diets, other countries such as Canada and the USA have recommended iron intakes of 80% more than 8 mg i.e. 14.4 mg/day to compensate for the lower rate of absorption.

Vitamin B12 is an important nutrient, which is mostly found in animal products and, therefore, for vegetarians, taking a supplement may sometimes be necessary – see the Vegetarian Society approved products here: www.vegsoc.org/trademarked-products/categories/ nutrition-and-wellbeing/ Eggs and dairy foods contain Vitamin B12. If dairy free, fortified foods containing Vitamin B12 such as yeast extract, soya milk, yoghurts and desserts, breakfast cereals and certain brands of rice drinks and oat drinks should be included as part of a healthy diet. Vitamin B12 deficiency can be caused by a low intake of the vitamin from foods or due to mal-absorption problems which commonly occur as we get older.

"A number of nutrients can be a little more challenging for vegetarians to obtain sufficient quantities in their diet, but with proper meal planning this can be easily met."

Practical suggestions to improve iron intake and absorption: Include a Vitamin C food with each meal or with a high iron food to increase absorption. Do not consume high calcium food or a calcium supplement with meals, as it interferes with iron absorption. Have these foods in-between meals. Avoid tea as it contains tannins, which interfere with iron absorption. Add a food high in Vitamin C at the same meal to improve absorption of iron in these foods. Foods with over 2 mg of iron per serving include spinach, tomato puree, edamame or lima beans, asparagus, porridge, cream of wheat, some dry cereals, oat bran, soya yogurt, tofu, lentils, beans, nuts, tempeh, and blackstrap molasses.

A 5-week Nutritionally Balanced Meal Plan – FREE to download

To help you with meal planning, you can sign up for a free meal plan from the Vegetarian Society at www.unstuffed. org.uk - this contains great ideas on recipes and meal ideas to ensure meals are tasty and healthy.

Protein from foods such as Quorn, texture vegetable product (TVP), soya foods, dairy, beans, pulses and nuts but a variety of foods are always recommended for a healthy diet and to maximise digestibility and the quality of protein in various food sources. Protein quality is based on digestibility and amino acid content. Absorption of protein varies depending on the type of food source, a variety is always best to increase digestion and meet protein needs. Also, to improve the quality of plant proteins, variety is also key. These sources provide other nutrients besides protein such as required minerals and vitamins. Recommended daily protein needs is about 0.8g/kg of body weight. There is some research that this amount should be higher for vegetarians, but currently there is no specific higher recommendation for vegetarians. This is due to lower digestibility in plant proteins. A healthy diet is about moderation and variety so please try and have as much variety as you can in all foods including protein sources. It would be good to have different sources of protein such as in cereals and breads, rice, quinoa and pasta to increase the variety of plant protein sources. Nuts and nut butters including almonds, walnuts and cashews, along with milk can also be good sources of protein.

More info: www.nutritionu.co.uk - www.unstuffed.org.uk www.vegsoc.org/trademarked-products/categories/nutrition-and-wellbeing/ Susan Burry is a Freelance Dietitian at NutritionU and Nutrition Consultant at the Vegetarian Society, with offices at Healthhaus in Jersey and Harley Street in London. Creating a WORLD of Difference


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How Acupuncture and Massage Can Help You WORDS: Lorna Jackson, 1st BSc (Hons) MBAcC AFN, Health Point Clinic

At Health Point Clinic we use a unique integration of acupuncture, acupressure, Chinese Cupping and massage techniques. Alongside a lavender eye bag, relaxing music and a cup of tea afterwards, it is an incredibly relaxing, pain-free minibreak without the passport! Rather than the traditional disease-centred focus, we address the underlying causes of dis-ease using a patient centred approach – addressing the whole person, not just an isolated set of symptoms. We aim to keep your healthcare simple, understandable and achievable so that you can: 1. Recover – with a support and evidence-based step-bystep personalised treatment plan to suit your own personal health goals. 2. Understand – why you feel the way you do. 3. Prevent – we will teach you how to look after and maintain your health in the long-term. 4. Enjoy life – quickly get back to doing what you love!

What to expect with your first acupuncture and/or massage treatment

During your initial consultation, we aim to get a clear picture of your overall health and lifestyle to make sure that there are no underlying issues impacting on or causing health problems. Outside referrals on your behalf will be made where needed. Lifestyle advice, nutrition support and exercise guidance will also be discussed. A clear treatment plan will be provided so that you understand and know what to expect from each treatment.

More info: www.healthpointclinic.co.uk 66

How does acupuncture work?

Inserting a single-use, fine, pain-free acupuncture needle sends a signal through the nervous system to the brain, where chemicals such as endorphins, norepinephrine and enkephalin are released. Some of these substances are 10-200 times more potent than morphine! Certain acupuncture points coincide with pressure points or trigger points which help release muscle tension, ease pain and aid relaxation. (Dung HC. 1984).


At Health Point Clinic, we are passionate about preventative care. A strong emphasis is placed upon maintainable lifestyle changes that will help you to take back control of your health and prevent further injury. The average treatment is one hour; this is only 1.68% of your week! Our goal is to provide you with the tools and support to navigate the other 98.32% of your time with the confidence that you are on the right path.


Coping with Winter Aches and Pains WORDS: Jan Vickery, Head of Musculoskeletal Health, AXA PPP healthcare

Joint pain can occur anytime throughout the year, but can feel worse and harder to cope with during the cold and wet winter months. A change in the weather will not cause arthritis pain, but it can make the symptoms more noticeable. When we are cold our body restricts how much blood it sends around extremities, like our hands and feet, so that it can focus on supplying vital organs, like the heart and lungs. This makes the soft tissues around the joints less pliable, so joints can feel tight, stiff and uncomfortable. Some common causes of winter aches and pains include:


The most common type of arthritis is osteoarthritis. As we age, the cartilage that cushions our joints can gradually waste away, leading to rubbing of bone on bone. This can cause biomechanical changes that result in pain. Injury that causes damage to a joint can also trigger osteoarthritis later on in life. Other symptoms of osteoarthritis to look out for include swelling, stiffness and a grating sound when you move the joint. Bony growths can also develop.


Rheumatoid arthritis

This occurs when your body’s immune system attacks the joints – usually in the hands, wrists and feet. The joints and inflamed tissues then become stiff, painful and swollen. People with rheumatoid arthritis may experience flare-ups, when symptoms get worse; they may also experience more general symptoms such as tiredness or weight loss. If left untreated rheumatoid arthritis can lead serious complications, including an increased risk of heart attacks and strokes, as well as joint damage, so it’s important get an early diagnosis.

"Pain often makes us feel upset and tired. And if stops us getting out and about it can make us feel lonely and isolated too."


Reactive arthritis

Some people may get reactive arthritis after catching a sexually transmitted infection (STI), viral infection such as the flu or food poisoning. This is less common and usually clears up on its own, but can last for months. With reactive arthritis symptoms usually affect joints in the legs – from the hips down to the toes. It can also infect the genital tract causing discharge and pain when urinating, and the eyes causing pain, redness and discharge. If vision becomes blurred you should seek immediate medical attention.

Raynaud’s Phenomenon

Expert tips for dealing with aches and pains: Keep moving to prevent stiffness keep muscles strong. Pain is a protective mechanism to stop you from causing further damage but pain doesn’t always mean you should dive for the duvet and quit exercising altogether.

In fact remaining active is vital. Keeping moving will help keep your joints mobile and your muscles strong, which can reduce pain and help you stay independent.

Don’t let cold weather put you off normal physical activities and errands.

Another condition that flares up in cold weather is Raynaud’s Phenomenon (or Raynaud’s). This is a common condition in which the blood vessels under your skin go into a temporary spasm in reaction to the cold, cutting off normal blood flow. This is not a joint problem but it affects the fingers and toes, making them painful. Other symptoms of Raynaud’s include numbness, pins and needles and difficulty moving the affected area; your fingers and toes may also change colour. There are things you can do to help manage the symptoms of Renaud’s and also a prescription medication called nifedipine that can help with circulation.

Wrap up warm (hat, gloves, scarf etc.) and wear appropriate footwear to prevent you from slipping if it’s wet or icy. It’s a good idea to wear layers in cold weather, so that you can peel them off as you warm up.

Overuse and repetition

Whatever activity you choose, remember good posture.

The most common cause of joint pain in people under 50 is injury due to overuse or repetition, high levels of force or awkward postures, especially if sustained for long periods of time. Often cases occur from overdoing normal, everyday activities, such as lifting heavy bags or digging in the garden. Repetitive movements, like digging the garden, particularly in awkward postures that involve high forces over a long period, are more likely to lead to accident or injury – so pace yourself when taking on this kind of job.

Vitamin D

Vitamin D is synthesised in the skin as a result of UVB exposure from sunlight. It is also found in small quantities in certain foods, including liver, oily fish, eggs and wild mushrooms. It’s also added to some fortified products such as cereals, spreads, milk and milk substitutes, however it’s unlikely you could get enough from diet alone. Vitamin D is important for bone healthy and muscles function. A low level of vitamin D can result in joint and muscular pain. As the strength of the sunlight reaching us weakens from October to March, the government’s advice is to take 10mcg of Vitamin D per day.

If you’re new to exercise, don’t overdo it.

Slowly build the amount you do. If you can't manage 30 minutes, says NHS Choices, break it up into 10-minute chunks. Make sure you warm up with a spot of fast walking or gentle jogging. According research from the Mayo Clinic, daily exercise can improve mental as well as physical health. So it’s a win-win all year round.

Every activity can be done differently, so think about which positions put the least strain on your joints. For example, reaching to lift a heavy object from a high cupboard puts more strain on your shoulder than if you used a step or ladder.

Pain isn’t just a physical sensation, it can have emotional effects too.

Pain often makes us feel upset and tired. And if stops us getting out and about it can make us feel lonely and isolated too. Some people may already feel low during the winter the winter months (Seasonal Affective Disorder), so not only can pain can exacerbate a low mood, but the reverse is true too. It’s a vicious circle so if you feel that you’re not coping – with pain or your mood – reach out to your GP. Talking therapies, amongst other options, can help, or they may be able to offer medication to help manage your symptoms. In addition we have a lots of information and tips that can help you improve low mood in our Health and wellbeing pages. Try Manage your mood Q&A, Improve you mood with feel good food.

More info: www.axappphealthcare.co.uk

Creating a WORLD of Difference



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How Exercise Can Support You Through the Menopause and Beyond WORDS: Nathalie Le Mottée, Managing Director, and Paola Mitchell, General Manager, Healthhaus.

We’re often asked by our members, what type of exercise they should be doing as they transition through the menopause. The truth is that it isn’t a one size fits all prescription as everyone’s journey through the menopause is different and so their body will react in different ways. However, there are 3 main changes that take place during and after the menopause, for which exercise and good nutrition can really help.

Weight gain

One of the reasons women gain weight during the menopause is due to the loss of muscle mass (known as age-related sarcopenia). This loss normally starts during our thirties, but often isn’t noticeable until we reach our fifties.

Many people think that in order to lose weight they need to do hours of cardio. Research shows however, that resistance training (also known as weight training) is the best form of exercise to lose weight, as it helps you maintain or improve your muscle mass.

metabolic rate. It follows then that people with a lower level of muscle mass have a lower resting metabolic rate and are therefore more likely to gain weight. During the menopause you should continue to follow the World Health Organisation (WHO) exercise guidelines by doing full body resistance training, twice a week. These should be at either a moderate intensity* or shorter sessions at a high intensity**.

Muscle is a living tissue and requires energy to work. It has a higher energy requirement than fat. The rate at which we burn calories is called our

* Moderate intensity means that you breath faster and feel warmer. You can talk in sentences, but couldn’t have a full-blown conversation! **Vigorous intensity means that you breath hard and fast. You can only say a couple of words before you need to pause for a breath. 70


"NHS studies show that women can lose up to 20% of their bone density in the 5 to 7 years after the menopause, due to lower oestrogen levels"

The Milon Circles at Healthhaus are the perfect way to fit in your full body resistance training in accordance with the guidelines above.

Reduced boned density

NHS studies show that women can lose up to 20% of their bone density in the 5 to 7 years after the menopause, due to lower oestrogen levels. This means that they are more at risk of developing weak bones (osteoporosis) or fractures.

Resistance training as discussed above is highly beneficial as the stresses placed on the bones during resistance training activates cells (called osteoblasts) which are responsible for laying down more bone tissue and bone remodelling, therefore slowing down the loss and in some cases improving bone density.

Decline in cardiovascular health

According to the American Heart Association, a decline in oestrogen may be a factor in the increase of incidence of heart disease among post-menopausal women. Oestrogen is believed to have a positive effect on the inner layer of

artery wall, helping to keep blood vessels flexible. That means they can relax and expand to accommodate blood flow. Blood pressure may also increase at this stage of our lives. Keep your heart healthy by following the WHO exercise guidelines for cardiovascular training, by exercising at either: · a moderate intensity* for 150 minutes · a high intensity** 75 minutes · a mixture of the above

Sessions can be broken down into bouts of 10 minutes and can include anything that gets your heartrate up to the required level, such as cycling, brisk walking, running or dancing. It doesn’t really matter what you do, so pick the activity that you enjoy the most. Exercise will also help prevent joint stiffness, aches and pains as well as helping with some of the other symptoms that women may suffer from during menopause; improving the quality of your sleep, better concentration and memory, improved mood and lower anxiety levels. So, come on ladies – let’s get moving!

More info: www.healthhaus.co.uk Keeping your hot flushes under control! A common complaint we hear in the Club is ‘I’m too hot!’ Hot flushes can be exacerbated by exercise, but there are a few things that you can do to mitigate these symptoms. If possible, keep the room temperature down. If you can’t control the room temperature then try to position yourself by a fan. This may not be the time of life to start Hot Yoga classes! Wear technical sports clothing if you have it as the wicking properties will help keep you cool. Don’t fret if you haven’t got any – just wear layers of light clothes such as cotton that you can take off as you get hot. Keep a small fan handy to cool yourself off in between exercises. Use a water spray, cold gel pack or cold flannel on your face and décolletage. Sip cold water during your exercise session. Finally, at the end of your workout, avoid having a hot bath or shower – keep the water lukewarm.

Creating a WORLD of Difference



… And How Nutrition Can Help … WORDS: Susan Burry, RD Nutrition Specialist at Healthhaus

Nutrition and exercise is very important during these times to help with the various changes in women’s bodies including associated weight gain, bone density and cardiovascular health. A range of lifestyle changes can make symptoms more tolerable and help maintain your health. For all women, diet and lifestyle changes can help with symptoms. 1. Weight gain

During menopause, muscle mass reduces resulting in lower metabolism which means you may need fewer calories. Over time this can lead to weight gain. Being careful about how many calories you consume, your portion sizes and doing more physical activity can help prevent weight gain. Resistance activities, such as using weights, are especially important to both preserve and build muscle mass. Your Milon sessions at Healthhaus can help preserve your muscle mass and help prevent weight gain.

2. Bone density

From the age of about 35, we slowly lose calcium from our bones. Losing oestrogen during menopause increases the rate of loss, which can increase the risk of osteoporosis. Taking HRT helps to maintain oestrogen levels and protect bone health. There are also lots of nutrients that help to keep bones healthy, so it’s important that to have a balanced diet. Choose a variety of foods and consume plenty of fruit, vegetables and dairy foods as these are a source of calcium. Calcium - Aim for two to three portions of calcium-rich foods every day which can including: a third of a pint/ 200ml semi skimmed milk, or calcium fortified plant based milks a matchbox size piece of cheese a small yoghurt, or a milk-based or plant based pudding like custard or rice pudding. Vitamin D is also very important for bone health. Your skin makes it in response to sunlight, but in the UK this can only happen between April to September. During this time, it’s recommended you expose your skin to direct sunlight for around 10 minutes, once or twice per day, but avoid burning. All adults should consider taking a daily supplement containing 10 micrograms of vitamin D, outside these months. Women over the age of 65, those with dark 72

skin, from African, African-Caribbean and South Asian backgrounds or who have low sunlight exposure should also consider taking a vitamin D supplement of 10 mcg per day all year round.

3. Cardiovascular health

Menopause can increase your risk of developing heart disease. Eating a heart healthy diet can help to lower cholesterol levels and blood pressure, here are some very simple lifestyle changes you can make to reduce the risk. Switch from saturated to unsaturated fats by cutting down on fatty meats, switching to low saturate oils and spreads, choosing lower fat dairy and grilling rather than frying your food. Include meals based on fish, nuts, beans or pulses at least once or twice each week. Eat at least 4 to 5 portions of unsalted nuts, seeds and legumes per week. Reduce your intake of refined sugars like sweets, cakes and soft drinks. Reduce salt by avoiding processed foods like ready meals, soups and cooking sauces, and limiting salted snacks. Cooking from scratch means you can use different ingredients for flavour such as herbs and spices. Aim for at least two portions of fish per week, one which should be oily as these are rich in omega-3 fats. Oily fish includes canned sardines, mackerel, salmon, trout and herrings. Fruit and vegetables provide vitamins, minerals, fibre and other plant nutrients such as antioxidants that help protect your heart. Aim to get your 5-a-day from a range of different coloured fruits and vegetables every day. ALL types can count (fresh, frozen, canned, dried or juiced).


"From the age of about 35, we slowly lose calcium from our bones. Losing oestrogen during menopause increases the rate of loss, which can increase the risk of osteoporosis."

Swap to higher fibre foods, such as wholegrain breads, high fibre breakfast cereals and brown rice whenever you can. Oats, wholegrain cereals and breads as well as pulses like lentils, chickpeas and beans are all excellent sources of fibre and heart friendly.

What about plant oestrogens?

Plant oestrogens (also called phytoestrogens) are very similar to human oestrogen. If eaten regularly, and in sufficient quantities, they can start to have mild oestrogenlike effects. This can be useful as oestrogen levels decline. For some women these effects could be sufficient to help relieve menopausal symptoms, particularly hot flushes.

It can take 2-3 months for the benefits of plant oestrogens to be seen. They seem to work better for some women than others which might be down to differences in gut bacteria. Consuming plant oestrogens several times a day appears to be more effective compared to one larger dose. Foods containing plant oestrogens (such as soya and linseeds) are also heart friendly so it’s worth trying to include calcium-enriched soya products like milk, yoghurts, soya and linseed bread or edamame beans 2-3 times each day before opting for supplements.

More info: www.vegsoc.org

How Nutrition Can Help You Deal with Hot Flushes

Hot Flushes can be trying times but there are a few things to do to prevent these from happening or helping you through the heat. Both caffeine and alcohol can make hot flushes worse so try to moderate intake of caffeine from drinks like coffee, tea and colas or choose decaffeinated drinks if you are sensitive to its stimulatory effects. Keep to sensible alcohol limits – no more than 2-3 units per day, avoid altogether if you feel it makes symptoms worse. See pages 64/65 to sign up for a free enquiry service with Susan to help with your Vegetarian Diet.

Creating a WORLD of Difference



In the Midst of Chaos There is Opportunity WORDS: Doc Snook, Polaris Consulting

Mary Sibande

This article has been inspired by Mary Sibande, a South African artist, whose work entitled ‘I came apart at the seams’, was recently on exhibition in London. Sibande’s work illustrates how South Africans have grappled and continue to grapple with the effects of apartheid. Her work emphasises the stranglehold of injustice and discrimination. Yet her overriding message was positive and clear, “In the midst of chaos, there is opportunity.”



The chaos of life is, at times, overwhelming. The struggle to make sense of it can seem never ending and confusing. It is often fraught with risk and decisions, which appear profound. Chaos can easily take hold of every aspect of our lives and, as if holding onto our chests and throats, it gives no room to breathe. If given space, it squeezes the very life out of us, slowly, to the point where it becomes almost impossible to imagine a reprieve from its oppression. Chaos does not know gender. Highlighting its dangerous impact on men’s mental and physical health is of utmost importance. Finding alternative ways of dealing with its effects and an outlet for the resulting anxiety and stress is a pressing issue. Men resist asking for help and tend to view a chaotic state and the need for support as being a sign of weakness. We treat chaos as if it is something terrible, something to be avoided and controlled. As men, we travel through life walking a tight rope, treading carefully, purposefully and controlling every aspect in order to avoid falling into the chaos, which creates a bitter, inner struggle. This becomes an isolating factor – becoming more inward-looking and self-reliant, reducing communication with others and blinding us to the emotional impact this has on everyone around us. We become myopic in our view of ‘our chaos’ that we must deal with. However, there is another way.

Rather than chaos being a destructive force, it can be harnessed and forged into a powerful energy of fortitude and purpose. We need to stop judging it as being a negative and unwelcome intruder in our lives. It is there to force us into a time of re-assessment, to shake us up and to re-evaluate our path. What are our priorities? What goals do we wish to achieve? How can we restore balance and order into our multiple roles and the narratives of our lives? We are on a journey – chaos and peace exist as necessary opposites when we pursue what is meaningful. We could not celebrate and appreciate times of calm if we had not experienced the struggle with chaos. By surrounding ourselves with people who want the best for us we can begin to unravel the tangled ropes of disruption and confusion by finding the golden threads of hope and progress. Deep breaths, small steps. Gentle unpicking. Gradual unwinding. The realisation and acceptance that as we do so, we are exactly where we are meant to be right now; treating this moment as if we had chosen it. We are always standing between what has been and what could be. Let us be thankful for the opportunity this moment brings and learn to communicate honestly and bravely.

More info: www.polaris.je

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Six Tips for New Stay-at-Home Dads

#1 – Give up on your male ego - it’s OK to let your guard down and be who you are. WORDS: Andrew Karpisz

Some stay-at-home parents choose to stay at home with their children; for others, life chose that role for them. I didn’t expect to be a stay-at-home dad. I was injured on the job, and I spent nine months at home with Kara, my bright 2-year-old daughter. I expected I would recover from the injury, and return back to work. That’s not what happened. And it’s no longer the plan. Being home with Kara has not been relaxing to any degree. I had no idea the level of mental and emotional endurance needed to spend 24 hours a day caring for your child. But it’s been the most fulfilling time I’ve spent at home since her birth. When you spend every day bonding with your child, they grow and so do you. I’ve learned a lot about fatherhood, and the important traits and skills required to be a great stay-at-home dad.

1. Give up on your male ego.

Men are used to acting a certain way because of our ego. Every man does this to a degree. It’s how we learned to be. But with your child, it has to be put aside. You may think you would never play with play-doh, blocks, or toys, make silly voices, or play imaginative games with them. Having a daughter, you’ll likely get your hair brushed, nails painted, or dance around to a Disney song. You will, and you should.

of time for other activities later. I’ll suggest that we eat and brush our teeth first. Then, we can go. She accepts my conditions. I grant her request. It ensures both of you get what you want.

3. Find your own way of doing things.

Sometimes with two parents in the household, there are two ways of doing things. You don’t have to do things like your partner does. As long as you get the same result. Doing it differently makes it memorable and brings you closer with your toddler. My daughter and I have little routines that are unique to us. One is how we brush our teeth together. After brushing, we both take a sip of water to rinse. We spit at the same time, with our arms around each other’s shoulders. It sounds trivial, but it means a lot to her.

2. Learn to compromise and negotiate.

4. Being a stay-at-home dad means long hours and no breaks.

For example, she wants to walk to the grocery store at 8 a.m. We just woke up not even an hour ago, and I’m tired and hungry. The weather is good, and we’ll have plenty

Just remember that if there’s another parent in the house, it doesn’t mean you’re finished. It’s especially true if your child is choosing to be with you. Be grateful that they

There are times for concrete rules, responsibility, and safety and there are times for a firm “no”. But when you can, you should be flexible. I’ve had to negotiate with my daughter so often, she regularly says the phrase “It’s a deal.”


Often, the parent who’s watching the kids feels relieved when their partner gets home. It feels like a shift change at a job. You get a little break, and it’s time to do a few things you couldn’t with your little one under your feet.


choose to spend time with you when given other options. It means you are their safe haven, their source of comfort and joy. You should cherish that.

5. Give them 100% of your attention while interacting with them.

picked up. Having conversations with your toddler is one of the best things about being home with them. Even observing the non-verbal communication of an older baby is insightful if you pay attention.

It’s easy to stress adult life and worry about what else you have to do when being a stay-at-home parent. I constantly worried about whether or not I’d return to work, what phone calls for medical treatment I had to make and looking into getting another job. If you’re stressing yourself over things you can’t do anything about at the moment or at all, they can sense it. When Kara senses it, she tells me “Come play with me!” And it snaps me out of my unproductive overthinking. I’m not saying to ignore responsibilities. But when you are doing an activity with them, be with them, not on your phone or in your head. If not, you’re missing amazing moments that would bring you closer together.

6. Prepare to be amazed.

When you’re a parent, you know your child. You know their language, their temperament, and preferences. But when you are home with them all day, you’ll learn even more new things about them. You’ll discover sides of them you didn’t see before. If your toddler can talk, it adds to the fun. Talk to them as much as possible. You’ll be amazed at the words and phrases they know, and the concepts they have

Creating a WORLD of Difference

Being a stay at home parent is not for everyone. It’s not what you would expect initially. Sometimes, it’s frustrating and exhausting. It can also be the most profound life-changing experience of your life if you let it. It’s brought me even closer to my daughter, and I wouldn’t trade it for the world. They grow up fast. If you get the chance to be a stay-at-home parent, savour every moment. Sooner than you realise, they are independent and do more and more without you. Even though it’s tiring, spend every possible second by their side. They’ll appreciate bonding with you and both of you will be better for it.

More info: www.andrewak.com



What I Want My Daughters to Know WORDS: Heather Plett

My youngest daughter is on the cusp of graduating from high school; her oldest sister about to graduate from her first university degree, and the middle one is only a year behind. There are moments when I hold my breath, knowing these days in which we all live under the same roof are fleeting and soon they will all have their own separate lives. Before they go, I hope I pass on at least some of the following bits of wisdom. You can leave the party early. When they started to attend parties, I worked with my daughters to ensure they had an exit strategy if they ever felt uncomfortable and wanted to leave before their friends did. Even if that included me having to get up in the middle of the night to pick them up. I hope those exit strategies can be carried into their adult lives. They don’t have to feel obligated or give in to peer pressure if it means staying where they’re unsafe, uncomfortable, unhappy or undervalued. You get to feel your feelings and don’t have to be a caretaker for other people’s feelings. I want them to know that their own feelings are valid, even if those feelings make other people uncomfortable. I want them to find healthy relationships with people who take responsibility for how they feel and who don’t try to stifle other people’s feelings. Sometimes disruption is necessary. But it will rarely be easy. I want them to know they should follow the “rules” that keep people safe, but they can break “rules” that are outdated or keep people small and compliant. I want them to know they’re allowed to be disruptors if the disruption is in the service of positive change. Disruption isn’t an easy path to choose, though, so I also want them to be prepared for the ways in which people will resist. Power and weakness are companions, not opposites. I


want them to see that vulnerability and authenticity are important parts of what it means to be powerful. I want them to know that generative power often emerges out of places of the greatest weakness. I want them to see that sometimes, in their moments of greatest weakness, admitting it allows other people to show up and be powerful and together we can create collective power that is greater than any of us can hold alone. Your body is your own. For years, I accepted the old rules of being a woman in a marriage. I want my daughters to see that another way is possible. I want them to know that they can lavish love on their own bodies, that they can protect their own bodies, that they can say no to anyone who doesn’t treat them well and that they can say a big YES to those who make them feel alive, safe and loved. You can ask for what you need, but those needs shouldn’t supersede the needs of those more marginalised than you. I want them to know they are worthy of having their needs met. I don’t want them to be afraid to ask for what they need or to be so focused on other people that they consistently overlook themselves. However, I want them to be aware of injustice and be willing to sacrifice their own needs for those who rarely get their turn. I want them to balance self-care with other-care.

"I want them to know they should follow the “rules” that keep people safe, but they can break “rules” that are outdated or keep people small and compliant."


You can love who you want, as long as that love is generative and not stifling. This is a home in which there is little pressure to be heteronormative. Two of my daughters have come out and we have celebrated and embraced their choices. I want them to know that whoever they choose to be with, they don’t have to be afraid to introduce that person to me for fear of my judgement. If they choose to be in relationships (and they are always free to choose singleness instead), I hope that those relationships are ones in which they are supported to flourish, grow and shine. Friendships matter. Community matters. Family matters. But no relationships are worth abandoning yourself over. I hope that they find deep and lasting friendships and that they surround themselves with people who will support them, challenge them, and laugh with them. I hope that they recognise that friendships are worth fighting for, that forgiveness and grace are necessary parts of being in relationships. I want them to find out how much richness comes when they make friends with people whose skin colour is different from theirs and whose beliefs are different.

The hardest parts of life are usually the ones that result in the most growth. I long to protect my daughters from the hard parts of life, but the wiser me knows that I have grown most when life has been hard. I have been changed by grief and trauma, and I know that the work I now do is rich and meaningful because of all of the darkness I have travelled through. I want them to recognise that they have the strength and resilience to survive hard things and there is something to strive for on the other side. Some of my favourite moments with my daughters are ones in which we’ve stood in reverence in front of a stunning sunset over the mountains, we’ve giggled with glee at an amusement park, we’ve sat around a campfire watching the flames leap up, or we’ve driven for hours and hours just to hear our favourite bands in concert. I hope they always give themselves permission to have fun, to seek out adventure, to be in awe of the natural world, and to surround themselves with beauty and to fill their lives with meaningful experiences.

More info: www.heatherplett.com

Creating a WORLD of Difference



Happiness: Why is HAPPINESS so Important in My Parental World? WORDS: Sebastian Kopanski, Teacher, Coach, Trainer, Writer

Parents want their children to develop good qualities, such as kindness, selfesteem, confidence, empathy and HAPPINESS (the list is fortunately much longer). Human beings learn a lot from each other. When a child is surrounded by great role models, they can learn these qualities practically effortlessly. “Where focus goes, energy flows" said Tony Robins. I deeply believe there are no happy children without happy parents.



Simple? Yes! Easy? Not always… Start the change today! First, define what HAPPINESS means to you. By doing this you already create a happier life.

Happiness Exercise #2

Every night, just before you go to bed, write what made you happy over the course of the day. What made you smile, feel uplifted or lighter.

Then, embrace the happiness! When your child senses that you are happy, they will find it easier to create their own happiness. Accept that your child may have a different definition of happiness. So, get a notebook or open a note app on your smartphone. Do these three exercises.

Happiness Exercise #1.

Finish this phrase: “Happiness for me is …” Write as many things as you can think of. What to do if you feel unhappy, worried or depressed? See what the contrasting, positive emotions are – and focus on them... Write them down. It will help you to focus your energy – thoughts and actions – on creating happiness in your life. Your child will follow you! Review your definition of happiness regularly. For the first week, every day. For the next four weeks, once a week. Then once a month. Or more frequently if you feel so.

Happiness Exercise #3

Again, every night answer this question: “What would make me feel happier?” These exercises will help you bring and create more happiness in your life. You will notice that your definition of happiness is constantly evolving. And it is good and natural. Let me share with you my own definition of happiness: HAPPINESS = inner peace, joy and harmony. Start creating happiness in your life now!

Sebastian helps parents to transform relationships with their children. His book “…And Carry On” was written to help create happier lives.

More info: www.sebastiankopanski.com

Creating a WORLD of Difference



Small Changes to Save the Planet Sustainable Living is defined as ‘a lifestyle that attempts to reduce an individual’s or society’s use of the Earth’s natural resources, and one’s personal resources. Its practitioners often attempt to reduce their carbon footprint by altering their methods of transportation, energy consumption, and/or diet.’ We’ve been in contact with Jen Gale recently … Jen recently published The Sustainable(ish) Living Guide. It caught our eye as it’s a practical look at how small changes can make a big difference, and we’re all for that. We can’t all suddenly nor radically change the way we live our lives but we CAN make small changes, and small changes made by each of us will move us in the right direction for the environment. So what’s it all about? It’s easy, do-able, down to earth ideas and suggestions for everyone to help save the planet. If you want to save the planet, but your to-do list is already pretty long and remembering your re-usable coffee cup feels like a Herculean task, then this is the book for you. Covering every aspect of our


lives from the stuff we buy and the food we eat, to how we travel, work, and celebrate. This book provides stacks of practical, down to earth ideas to slot into your daily life, alongside a gentle kick up the butt to put your newfound knowledge into action. Practical tips include unsubscribing from all the tempting emails that drop into your inbox with details of the newest clothing range or the latest sale, and keeping a mug next to your kettle to work out how much water you actually need to boil each time, as over filling kettles costs British households £68 million on energy bills each year. Find out how to fit "sustainable living" into your life, in a way that

works for you. Change your impact without radically changing your life and figure out the small steps you can make that will add up to make a big difference (halo not included). Here’s a preview of what’s included … and we LOVE it! The world is changing around us. And it’s changing at a terrifying rate. In just the last few years, it feels like climate change has gone from being this kind of ‘some day’ threat to something that we see the effects of every day. We’re seeing more and more extreme weather events, air pollution is increasing, and our oceans are drowning in plastic. This is a very real possibility that ours will be the first generation to have kids whose quality of life is worse than our own. Left unchecked, climate change could create something akin to an apolcalyptic scenario, in our lifetimes. Rising sea levels will lead to a loss of land for both living and farming, our polluted oceans will become less and less able to support


"We don’t have to engage in grand, heroic actions to participate in change. Small acts, when multiplied by millions of people, can transform the world." ~ Howard Zinn life and our polluted waterways will mean a lack of clean drinking water. All coupled with a rising population. It’s the perfect storm. And it terrifies me. It terrifies me almost to the point of paralysis. These issues are so big. So complex. Surely someone somewhere with more power/influence/money than little old me has got a handle on this? Surely the governments of the world, big business bosses and manufacturers have got our backs? How can I be expected to create change when the world’s leaders don’t seem to have either the will or the power to do so? But in among the terror I cling on to hope. Because it’s the only way. We have to hold on to the hope that as a global society we can turn this ship around. That we can put aside our political differences, our personal greed, our belief that money makes the world go round, and come together to fix what is the biggest problem humanity has ever faced. Not the most uplifting start, is it? But I think we need to get really clear about the extent of the problem we’re dealing with. We’ve got to stop kidding ourselves that it will all be OK, and that someone else is going to fix this mess without us having to change anything about how we got here in the first place.

More info: The Sustainable(ish) Living Guide: Everything you need to know to make small changes that make a big difference Author: Jen Gale Publisher: Green Tree (9 January 2020)

Read on to change your impact without radically changing your life …

Top Tips for Making Sustainable(ish) Changes: Get motivated Start with low-hanging fruit (the easy wins) Don’t go hell for leather right from the start Go one step at a time Aim for progress and not perfection Be realistic Be really clear about what you want to change Don’t try and do it all at once Write it down Don’t go it alone Set some deadlines Accept that you might sometimes slip up

Jen … in her own words

Sometimes called an environmental campaigner, I'm an ordinary mum and ex-vet who once dragged the family along with a year buying nothing new, blogged about it and found her voice and her 'thing'. I'm no different to every other mum out there, starting to feel maybe the first twinges of 'eco-anxiety', wondering what the future holds for her kids, feeling helpless and insignificant. But we're not helpless, our actions are not insignificant. If I create change, so can you. It all starts with that first step, and continues one step at a time. We need to let go of this idea of 'perfection', or the fact that caring about the planet is only for the likes of Swampy (does anyone remember Swampy, or am I showing my age here?). Sustainable living, or at least Sustainable(ish) living is for all of us – we don't need to do it perfectly, we don't need to go from where we are now to full on vegan, off grid, car-free living. But we DO need to make a start.



Why Thrift Shopping Makes Me Feel Good WORDS: Lorraine Pannetier Creator of The Soulful Word, Intuitive Copywriter & Content Creator

At the end of 2018 I decided that 2019 would be my ‘no buy year’ – in terms of shop-bought clothes. I’d become disillusioned with the fast fashion industry, sickened by the greed of consumerism and watched one too many documentaries to be able to un-see the pain and suffering that goes on in countries on the other side of the world. We’re all human beings and no-one should have to endure that kind of lifestyle and insane poverty and hardship just for a cheap $5 t-shirt. Over recent years I’ve bought less and less items of clothing and tried to emphasise quality over quantity. Add to that a penchant for decluttering on a frequent basis and by December 2018 I was pretty much down to a minimal wardrobe, with only a handful of items I wore on a daily basis. It became a bit of an ongoing joke that I only had one ‘going out’


jumper and one pair of jeans – and when they finally wore thin and split around the inner thighs, it was time to invest. I made a list of my ideal capsule wardrobe and decided that during my ‘no buy year’ I’d acquire clothes only through swapping with friends, buying locally at thrift stores (charity shops) or buying second-hand from online apps like Depop, except for a small list of items such as bras, pants and a specific brand of jeans that fit perfectly. (Second hand jeans might work well on a 21 year old Instagram model, but finding the right slim fitting, flattering pair on a curvy, 45 year-old body with a little too much muffin top, was never going to be easy!) Other than those few items, everything else needed to be sourced away from all the usual high street stores – which made our first few visits to town rather interesting … I ended up in the library and vegan cafe instead.


After effortlessly getting through January without buying anything except a pair of well made, Italian brown leather gloves from a ‘designer’ second hand store I found near my mum’s house, it was time to step away from the fears and judgements I was holding on to and approach thrift shopping with a fresh new perspective. At the start of February my teenage daughter and I headed to a large, local charity shop with a budget of £50. Having watched many YouTube videos beforehand, I was armed with top tips like checking labels for materials, looking at seams and carefully inspecting for any damage. Plus, my Pinterest boards were bulging with variations of all my favourite clothing styles, colours and materials. It was time to shop… Here are a few things that have made me feel good about ‘pre-loved’ clothes shopping and why I’m already hooked: Most charity shops are run by volunteers and they’re really friendly. When your shopping trip begins with smiles and hellos, it brightens the whole experience (fashion stores take note!). When surrounded by an eclectic selection of clothes, you find yourself tuning into the fabrics and textures that most appeal to you, rather than being lured into buying this season’s latest trend. Shopping soon becomes about aligning to your core desires rather than being persuaded into buying an outfit you’d never previously imagined wearing (and we’ve all had plenty of those in our wardrobes, right?). Second hand clothes in charity shops cost a fraction of their original RRP and when you take your time looking carefully, you’ll uncover some absolute bargains. Only today I found a Guess designer denim

jacket for just £12 – original price would have been around £125! I’ve seen plenty of cashmere jumpers too and bought one gorgeous indigo blue linen shirt, again for about a tenth of its shop-bought price. Brand new items with labels attached are also frequently found – which give you a real buzz when they’re exactly what you were looking for. While it’s amazing to find new clothes that you can love for many years to come, ultimately the biggest high of pre-loved clothes shopping comes from knowing that the action you’re taking is helping to reduce the environmental impact of fastfashion manufacturing methods all around the world.

"Brand new items with labels attached are also frequently found – which give you a real buzz when they’re exactly what you were looking for." We may not have to wash in polluted water or inhale toxic fumes from factories, but other people – human souls just like you and me – are living in inhumane, unsanitary conditions and I don’t want to contribute to that any more. Will you join me in reducing your consumption of fast fashion?

More info: www.thesoulfulword.com

Lorraine is an Intuitive copywriter + content creator: word whispering magic for brands with soul If you’d like to learn more about the impact of the fashion industry on the environment, watch these online documentaries: The True Cost and River Blue.



Book Reviews RISE:

Start Living the Life You Were Meant to Lead Author: Royston Guest Publisher: John Murray Learning (10 January 2019)

Are YOU living the life you were meant to lead? Are you stuck in a rut with a desire to improve but uncertain where to start? Are you searching for meaningful purpose and focus in your life right now? Are you spinning multiple plates and want to sense check whether what you're currently doing will result in you achieving your goals? We ALL have the potential to achieve GREATNESS. The biggest obstacle standing in your way is YOU and your own limiting beliefs. The greatest opportunity lies within YOU. Are you ready to unlock your potential, unleash your success and create the future you want? RISE is about placing you firmly in the driver's seat of your life, as the architect of your own destiny. RISE not only gives you the tools to become successful, it shows you how to use and master the tools for a lifetime of success. RISE is your blueprint to a compelling future. Your time is NOW... let's get started WHAT THEY SAID

'Rise is literally your personal success coach in your pocket' Perry Power, Entrepreneur & Digital Marketing Guru 'A positive nudge to help and restore your attitude of action' James Devine, Medway NHS Foundation Trust

STOP PRESS! A copy of RISE will be available for ALL delegates at the Leader s in WellBeing Summit in Jer sey on Friday, 26th June 202 0– make sure you have booke d your ticket! This and LOT S more valuable material will be available on the Day.

More info:



ABOUT THE AUTHOR Royston Guest is a leading authority on growing businesses and unlocking people potential. An entrepreneur, business growth strategist, consultant, coach and mentor for more than two decades, Royston has helped tens of thousands of businesses to deliver accelerated, sustained and profitable business growth. He is also the author of business growth book and #1 best-seller, Built to Grow, CEO of Pathways Global and founder of The Business Growth Pathway™. Royston’s lofty vision and ambition; ‘changing the way the world grows businesses, one business and one individual at a time’ drives his passion for making a real and tangible difference in the lives of business owners, leaders and entrepreneurs.



Setting Boundaries Will Set You Free: The Ultimate Guide to Telling the Truth, Creating Connection, and Finding Freedom Author: Nancy Levin Publisher: Hay House (21 January 2020)

This book will help you establish clear and healthy boundaries. This isn't easy; many of us don't want to 'rock the boat.' We assume setting boundaries will lead to conflict. And, unfortunately, by avoiding conflict and not setting limits, we tend to choose long-term unhappiness instead of shortterm discomfort. You'll learn how to recognise and take inventory of your boundaries, view your boundaries differently by creating a Boundary Pyramid, learn how to say 'no' effectively, and set your Bottom-Line Boundary. As your supportive guide, Nancy will show you how to gather the courage to live a life of 'boundary badassery.' 'This work was life-changing for me, and if you're someone who has avoided boundaries for years, it can change your life, too.' ~ Nancy Levin


How to be yourself and why it matters Author: Prof. Stephen Joseph Publisher: Piatkus (1 September 2016)

In Authentic, Stephen Joseph presents his inspiring perspective on the psychology of authenticity alongside practical advice and exercises for the reader. Drawing on the wisdom of existential philosophers, the insights and research of psychologists, and case studies from his own and others' clinical experiences, he shows how authenticity is the foundation of human flourishing – as well as how the ideas relate to debates about the importance of happiness. WHAT THEY SAID

‘At last, an inspiring book on the important topic of authenticity. Filled with case studies and great exercises, it will support you in your journey towards authenticity. I highly recommend the journey – and this book as your map.’ ~ Dr Itai Ivtzan, Senior Lecturer Positive Psychology Programme Leader: MAPP, UEL, London ‘A highly engaging book, in which Stephen Joseph demonstrates how being true to ourselves opens the door to flourishing in both a personal and professional sense. In a world where there is pressure to fit in and mask our true nature, it’s good to know that authenticity is so closely aligned with wellbeing and a meaningful life.’ ~ Miriam Akhtar MAPP, Positive Psychologist and author of Positive Psychology for Overcoming Depression. ‘Too many people live their lives short of their full potential, ignoring that voice inside that tells them they could be happier, could achieve more, that they could be fulfilled. In Authentic, psychologist Stephen Joseph explains how everyone can discover their true self and transform their lives.’ ~ Jim Rendon, Author of Upside: The New Science of Post-Traumatic Growth

Creating a WORLD of Difference



Book Reviews Employee Experience:

Develop a Happy, Productive and Supported Workforce for Exceptional Individual and Business Performance Author: Ben Whitter Publisher: Kogan Page (3 August 2019)

For organisations to maintain their competitive advantage, their people need to be performing to the best of their abilities. But in a world of increasing stress and pressure, of rapid technological change and digital overload, supporting and developing employees has never been more diff icult. To develop top-performing employees, HR professionals need to move beyond ad hoc engagement initiatives and instead to design and embed employee experience throughout an organisation's processes and culture – from the moment an employee sees a job advert to the moment they leave the company. ‘Employee Experience’ is a practical guide to achieving this, full of tools, tips and advice to help HR professionals and business leaders motivate, support and develop their staff to achieve exceptional individual and organisational performance. It includes guidance on how to build experience capabilities in an HR team and on communicating, sustaining and evolving the employee experience, as well as on using networks, nudges and technology. Containing a foreword by Global Industry Analyst Josh Bersin and case studies from companies including Airbnb, Starbucks and Sky, the book shows how focusing on the employee experience improves performance, productivity and profits and how organisations of any size can achieve this success.


The Authentic Workplace:

How Authenticity Is Creating The Workplace Of Tomorrow Author: Jeffery Butler Independently Published (25 November 2018)

Whether it's branding, marketing, sales, leadership, managing, or recruiting, every aspect of the modern workplace is shifting. Companies are now expected to interact with customers through the digital world. Leaders are required to be transparent. Managers are now expected to be coaches due to the rapid changing times. But where is this all headed? The new destination is authenticity. But what is authenticity? Is it simply being yourself and expect the world to respond? And how can this be applied to create a workplace where people actually enjoy working? In this book, Jeff Butler explores what it means to be authentic, the shifting workplace trends requiring authenticity and effective ways to create a culture employees enjoy. This book is a must if you are looking to be relevant in today's changing workplace.


The Top 10 Traits of Highly Resilient People:

Real Life Stories of Resilience Show You How to Build a Stress Resistant Personality Author: Dr Andrea Pennington, and others. Publisher: Make Your Mark Global (1 January 2020)

In The Top 10 Traits of Highly Resilient People, Dr. Andrea Pennington presents 21 real life stories of people from various backgrounds and cultures who have dug deep within themselves to heal and move forward after facing diff icult circumstances. These were sometimes life threatening, and often led to rock bottom or burnout. What these stories all have in common is how they prove that the traits of resilience can be built and enhanced with intention so that we can thrive after trauma, and experience more growth than we thought possible. This book has 10 sections with stories covering each of the top 10 traits of resilience, giving the reader examples from each of the traits that Dr. Andrea has taught her students and clients alike over the years. What many people find is that they have 2 or 3 of these resilience traits in abundance, but others were barely on their radar. The aim of this book is not only to inspire hope, but to show the reader where the gaps in their resilience traits might be, so that they can cultivate those traits and become happier and more resilient than ever. The contributors come from all walks of life with a range of life experiences; from the stages of Broadway and the dizzy heights of Dubai’s business world, to understaffed hospital wards, a veterinary clinic, and in places all over the world.

Creating a WORLD of Difference

Authentic Happiness:

Using the New Positive Psychology to Realise your Potential for Lasting Fulfilment Author: Martin Seligman Publisher: Nicholas Brealey Publishing (9 February 2017)

In this ground-breaking, heart-lifting and deeply useful book, Martin Seligman, internationally esteemed psychologist and the father of Positive Psychology, shows us that happiness can be learned and cultivated. Using many years of in-depth psychological research he lays out the 24 strengths and virtues unique to the human psyche and teaches you how to identify the ones you possess. By calling upon your signature strengths, you will not only develop natural buffers against misfortune and negative emotion, but also improve the world around you - at work, in love and in raising children – achieving new and sustainable contentment, joy and meaning. WHAT THEY SAID

'A practical map for a flourishing life.' ~ Daniel Goleman, author of Emotional Intelligence. ABOUT THE AUTHOR

Martin E.P. Seligman is an American psychologist, educator, and author. He is a strong promoter within the scientific community of his theories of positive psychology and of wellbeing.



WellBeing Directory You will find more WellBeing practitioners at www.wellbeingworld.je We print 5,000 copies and achieve +20,000 impressions online, per edition. If you’d like to advertise in the next WellBeing Directory or in WellBeing World magazine, please contact us for a rate card at info@wellbeingworld.je 90



Based at Lido Medical Centre, Align Health Agency offers a unique range of services that address multiple aspects of health including the physical, emotional and chemical aspects of wellbeing, alongside a key concept of prevention. Align’s concept is a 360 degree approach to health which is reflected in the range of services: chiropractic, sports and remedial massage, acupuncture and dry needling, craniosacral therapy, nutrition, hot stone massage, movement therapy and personal training. W: www.align.je E: info@align.je T: +44 (0) 1534 789 367


UKCP and EAIP Registered Psychotherapist

Ann Marie is passionate about health and relationships; between individuals, with ourselves and our environment. Her mission is to improve quality of life. As one of Jersey’s first life and relationship psychotherapists, she paved the way for other members of the industry. With significant breadth and depth of expertise across client types, client goals and the methodologies employed to attain them, Ann Marie helps her clients to understand themselves and be the best and most fulfilled they can be, in life and in their relationships. W: www.annmarieclarke.com E: info@annmarieclarke.com T: +44 (0) 7797 770 059


Like a lighthouse in stormy seas, All Care Jersey stands for strength, protection and peace of mind. Established specialists in the field of care, their well-trained experts can be trusted to look after your wellbeing and that of loved ones. Services include personal care, palliative care, Alzheimer’s and Dementia support, companionship, respite, recuperation, special needs support, short or long term care, housekeeping, shopping assistance, and much more.

W: www.allcarejersey.com E: contact@allcarejersey.com T: +44 (0) 1534 619 719


Arbre is an HR Consultancy specialising in providing tailored support to businesses on all aspects of HR, on a retained or ad hoc basis. As well as advice and support in employment law, diversity, HR policy and procedure and recruitment, they offer one to one coaching and management training to help you make the most of individual and team potential.

W: www.arbre.je E: kate@arbre.je T: +44 (0) 7829 950 500





See website below for our 2020 Programmes in Guernsey. Corporate Programmes are also available through TLEX Institute.

They also offer Pilates led by a qualified Physiotherapist. Classes are limited to just five people and conducted in a fully equipped gym.

Art of Living offers educational and self-development programmes to facilitate the elimination of stress and foster deep and profound inner peace, happiness and wellbeing for all individuals, including breathing techniques, meditation, yoga, and practical wisdom for daily living.

W: www.artofliving.org/uk-en FB: theartoflivingguernsey E: valma@uk.artofliving.org T: +44 (0) 7781 448 319


Awarded ‘Best Spa in the South West UK & Channel Islands’ by the Good Spa Guide, Ayush Wellness Spa offers a combination of authentic Ayurvedic therapies and luxurious spa treatments. An Ayurvedic physician works with Indian and Western therapists to provide consultations and treatments and share with you the teachings of this timeless tradition enabling you to develop practices that will help restore and maintain mind and body. The concept is authentic in an environment that advocates a healthy lifestyle, enriching both physical and emotional wellbeing. W: www.defrance.co.uk T: +44 (0) 1534 614 171 Hotel de France, St. Saviour’s Road, St Helier


A small and friendly practice, Augré Physiotherapy is based at the Lido Medical Centre. Their experienced team of physiotherapists have the ability to treat all musculoskeletal conditions and each are qualified in their own sub-speciality of physiotherapy. They specialise in knee and shoulder complaints.

W: www.augrephysiotherapy.com E: info@augrephysiotherapy.com T: +44 (0) 1534 280 010


At BOM we are passionate about creating fun and healthy CBD infused products that are designed to benefit your lifestyle. We have a high standard of quality that we adhere to in a fairly new industry and only use oil that has been thoroughly tested. We tailor each product to have a specific amount of CBD dependant on its use and then we incorporate organic adaptogenic herbs, superfoods and essential oils to give you something that is not only tasty, but clean and intentional too. W: www.bomedibles.com E: hello@bomedibles.co.uk T: Michael Rabet 07797760623 Sophie Anderson 07700332544 FB and Instagram: @bomedibles



Eileen Holland is a fully qualified Aura-Soma consultant & teacher with many years experience. Aura-Soma is a beautiful colour system, which is based on a self-selective, non-intrusive approach taking you on a journey of self-discovery. Choose from a splendid array of over 100 bottles of colour and light – appealing to and revealing the inner self. Eileen will then help you to explore your choices and significance. A compelling journey into the deeper aspects of the being. See this colour system for yourself – be inspired. Gift vouchers available. E: e7.holland@gmail.com T: +44 (0) 1534 619 167 T: +44(0) 7797 734 885 St Helier



Carol is both a Teacher and Practitioner in many healing modalities and an oracular channel and natural born intuitive healer. Book a 1-2-1 Appointment with Carol and begin your journey of growth and wellness. Gifted in psychic vision, sensing, and hearing as a child, Carol focuses her intuitive attention on you, providing perceptions about your deeper psyche, spiritual self, health issues, needs, and desires. Caveat: The intuitive domain is an inexact science. Carol cannot provide you ‘all the answers,’ but she can provide a platform of change that you may choose to participate with and thereby release old patterns. FB: www.facebook.com/feathers-healing E: feathersjersey@gmail.com T: +44 (0) 7797 827 927


Future Health for a Healthier You is a stretch programme for employers to help employees to reduce stress, improve back conditions, enhance productivity, increase flexibility, energy and wellbeing. Pilates, PT sessions in a group and 1:1 available. Comprising a series of 20 minute sessions held in the workplace, it doesn’t require a lot of space – just space around the desk or perhaps access to a meeting room. And, there is no need to get changed or to have access to shower facilities. It is a convenient way of showing your employees how to look after their own wellbeing.

A subterranean haven, The Spa at Grand Jersey Hotel & Spa offers a wealth of amenities. Stretch out in the pool; lay back in the sauna; release your cares with an aromatherapy steam, or under the cascade of an exotic adventure shower. Then revel in your solitude in the comfort of the exquisite relaxation lounge, where you can sample fruit and herbal teas. The Spa offers the ultimate cocooned experience, with a range of VIP, twin and single treatment rooms, indoor heated pool and bespoke treatments from Elemis to ensure quality and results.

E: futurehealth.je@gmail.com T: Magda: +44 (0) 7700 325 512

W: www.handpickedhotels.co.uk/grandjersey E: spa.grandjersey@handpicked.co.uk T: +44 (0) 1534 288 450 Esplanade, St Helier, Jersey




Lorna Jackson Acupuncture 1st BSc (Hons), MBAcC, AFN. Traditional acupuncture is more than pain management, treating headaches or back pain, it is uniquely suited to modern life as physical, emotional and mental blocks are seen as interdependent. Acupuncture is safe, gentle and it can be used by everyone, including babies, during pregnancy, sports enthusiasts and the elderly. Lorna operates from her clinics in The Lido Medical Centre and Greencliff Chiropractic Clinic. Most private health insurers cover acupuncture treatment. Please check before treatment.

W: www.healthpointclinic.co.uk E: lornajackson@healthpointclinic.co.uk T: +44 (0) 1534 852 039 (Greencliff Chiropractic) T: +44 (0) 1534 859 348 (Lido Medical Centre)


Healthhaus have created a community where the focus is on supporting members with a healthy, happy and sustainable approach to fitness and wellbeing. The award winning Milon Circuit uses your personalised programme to give simple, safe and results driven workouts in just 35 minutes, leaving plenty of time for a dip in the luxurious Ayush Wellness Spa. Why not contact the membership team to arrange a tour of the club and to find out how Milon training can be incorporated seamlessly into your day. They look forward to taking your fitness personally. W: www.healthhaus.co.uk E: membership@healthhaus.co.uk T: +44 (0)1534 614 800


This space could be yours. WellBeing World brings together more than 160 categories of health and wellbeing, with a quick and easy online search for the practitioner, supplier or retailer. To get your business involved, get in touch!



Sports Masseuse, Pilates and Functional Pattern Work. The Aurora Lifestyle was created to help improve the way you move, by reminding your body how to reconnect with its natural flow of movement and allowing you to move through life with ease, knowing that your mind and body is synchronising together. With our knowledge of anatomy and physiology we can release the stress and strains caused by dysfunctional movement patterns, enabling you to feel the freedom of movement again. W: www.theauroralifestyle.co.uk E: helen@theauroralifestyle.co.uk T: +44 (0) 7797 771 846 Above Blades - Halkett Place



Nicky is qualified to practice in Health Kinesiology, Energy Healing, Stretch Results, and Nutrition Response Testing. She is an Associate Member of the Federation of Holistic Therapists (AFHT) and also of the Kinesiology Federation (KF). Health Kinesiology is non-invasive and can address all areas of your life. Nicky incorporates the principles of Energy Medicine to help optimise your body’s natural capacity to heal itself and stay healthy; and Stretch Results to manage back, shoulder and neck pain. E: nickylebailly@hotmail.com T: +44 (0) 7797 724 854 La Vielle Maison, St Peter


The only Mindfulness centre in Jersey to actively develop, research, publish and implement its findings, the team at Jersey International Mindfulness Centre ( JsyIMC) is passionate about providing a superior customer experience and tremendous value for their customers. They provide tailored mindfulness courses, taster workshops and consultation at all levels, including: performance, sports, the challenge of exams, emotional intelligence, stress and health conditions management, corporate wellbeing, with formal psychometric measurement. W: www.jsyimc.co.uk E: mindfulness@jsyimc.co.uk T: +44 (0) 1534 852 953


At Human Health our focus is looking after you and your family throughout life. From pregnancy to birth, infants, children, teens, adults and elderly - our bodies need help to keep us feeling and expressing our best throughout life. Our experienced team will help you understand your current health issues, injuries or wishes and clearly demonstrate a tailored approach for you to heal, recover and create the change you need. Call us to understand more. 1st Floor, St Peters Medical Centre, Coop Grand Marche W: www.humanhealthcentre.com E: hi@humanhealthcentre.com T: +44 (0) 1534 747 833


Julie is Jersey’s only leading Transformational Coach. Is the life you’re living now, the life you want? Has your life gone the way you planned? Health, Happiness, Career, Wealth, Friendships, Work/Life Balance? No, then let Julie transform and empower you. Julie is a highly gifted intuitive and uses all that she has learnt over the past 30 years to assist you with your life challenges. She has developed a unique approach, the only one of its kind, that works, to help you with your Transformation. Get in touch for a free 30 minute consultation. W: www.juliedryburgh.com FB: @juiledryburghtransformational E: Julie@juliedryburgh.com T: +44 (0)7797 742 347




Les Hoûmets has been established for over 60 years and remains a family run care home dedicated to excellence, compassion and integrity. Located in the heart of Gorey village, with 24-hour care, Les Hoûmets has accommodation for 29 residents. Choose from beautifully decorated en suite rooms or luxury suites, available for couples or singles. Call Monica Le Mière on 01534 855656 to make an appointment or visit www.leshoumets.com for more information.

W: www.leshoumets.com T: +44 (0) 1534 855 656 Les Hoûmets Care Home, Gorey Village Main Road, Jersey JE3 9EP


Natalie is an expert on Authentic Leadership for high performing women. Working with women in corporate and entrepreneurial environments, she helps them to discover the power of their own authentic leadership style, command the recognition and respect they deserve and translate this in to the financial rewards they desire. Contact her for a FREE 30 minute “Success Through Authentic Leadership Breakthrough Session” to finally understand why you’re not achieving the results that you work so hard for and create a clear plan for achieving greater success. W: www.natalieclare.com E: natalie@natalieclare.com T: +44 (0) 7797 781 203



Nestled by the sea, the views are just the beginning. Step inside and let your journey of indulgence begin. The new L’Horizon Spa has been designed to offer a world of pampering whether you are visiting for a wedding, a girls’ weekend away or a break with a loved one. Enjoy a special day reviving mind and body, select an Elemis treatment, reinvigorate tired limbs with a dip in the sea-view swimming pool or simply drift away in the sleep room. Feel your cares wash away, just as the ocean washes over the golden sands of St Brelade’s Bay. W: www.handpicked.co.uk/lhorizon E: lhorizon@handpicked.co.uk T: +44 (0) 1534 743 101 La Route de la Baie, St Brelade, Jersey JE3 8EF


Susan is a member of the British Dietetics Association, Freelance Dietitians Group and the Health and Care Profession Council; and an advisor to the Vegetarian Society. She counsels and gives nutritional advice and support to patients wishing to lose weight and gain a healthier lifestyle, and has specific knowledge and experience in the following areas: IBS, FODMAPS, Vegetarianism, Veganism, Paediatrics, Diabetes, Sports and allergy/ intolerances. W: www.nutritionU.co.uk E: susan@nutritionU.co.uk T: +44 (0) 7528 510 932



Integrative Nutrition & Therapeutic Skin Health Coach, Women's Hormone Health Educator, Aromatherapist, Creator of Hormone Bliss Program. Are you between your late 30's and mid 40's? If your PMS is driving you crazy and you have reached the point when something needs to be done, but you don't have a clue where to start, you can stop searching now. Come to any of my workshops or classes to discover a simple but sustainable plan that will help you achieve hormonal bliss again. For FREE tools and downloadables for hormone health please visit the website below. W: www.nikolettjones.com E: spacebymammajones@gmail.com


Want to perform better? EEG Biofeedback (also called Neurofeedback) is used today by professional athletes, directors, artists, mediators, and world-leading organisations, such as NASA and US elite forces, to take their performance to higher levels. A drug free therapy, EEG Biofeedback treats conditions like anxiety, depression, ADD, ADHD, Autism, Recovery after Head Injuries, Learning Disabilities, as well as helps to improve concentration and attention for people who want to improve performance and achieve higher targets at work. W: www.premierbiofeedback.co.uk E: info@premierbiofeedback.co.uk T: +44 (0) 7797 773 267


Polaris provides services to individuals, families and businesses. Their aim is to enhance individual and team performance with a combination of psychodynamic and behavioural management approaches to engage clients in practical, meaningful and confidential support, giving insight into complex psychological and behavioural issues. They help individuals overcome major obstacles such as stress, anxiety, lack of confidence, problematic behaviour, making difficult decisions, social skills and many more. W: www.polaris.je E: enquiry@polaris.je / doc@polaris.je T: +44 (0) 7797 836 926


Royston Guest is a leading authority on growing businesses and unlocking people potential. An entrepreneur, business growth strategist, consultant, coach and mentor for more than two decades, he's helped tens of thousands of businesses to deliver accelerated, sustained and profitable business growth. Royston's vision and ambition; 'changing the way the world grows businesses, one business and one individual at a time' drives his passion for making a real and tangible difference in the lives of business owners, leaders and entrepreneurs. W: www.roystonguest.com E: royston@roystonguest.com T: +44 (0) 1534 483570 1st Floor, The Le Gallais House, 6 Minden Place, St Helier, Jersey, Channel Islands 97


SERAFINA …be well

Serafina offers Indian Head Massage (IHM) to reduce stress in the workplace, bringing wellbeing to work. Principal Natalie Cummins has created a 20 minute turnaround IHM called “The Fix” to provide an effective treatment to relax, revitalise and refresh the individual with minimal disruption to the workplace. Usually held in a meeting room, this holistic therapy reduces stress, tension and calms the “fight or flight” sympathetic nervous system. Quite simply, it makes you feel better. For events, to reward your team, or discuss Weekly/Monthly Staff Support & Benefits Packages contact Natalie. E: serafinabewell@gmail.com T: +44 (0) 7700 806 842 FB: serafina


Help yourself to see blessings in past experiences, beauty in the present and an inspiring future. Are you stuck in an unsatisfactory job or relationship? Is stress taking the best of you? Lost touch with yourself? Struggling with your mental wellbeing? Searching for authenticity? Maybe you don't know how to let go? Have you suffered events so bruising that you don't know how to assimilate them? You can change it with Soul Healing. Confidential, experienced and effective counselling and Emotion and Body Code healing. Service available for adults, couples, families and children. In English and Polish language. W: www.soulhealingjersey.co.uk E: soul.healing@icloud.com T: +44 (0) 7797 781 210



2019 WINNER WELLBEING PRACTITIONER LIFETIME ACHIEVEMENT AWARD Learning Support: Enhance reading, writing and mathematics, improve memory and study skills. Health Support: Release stress, address physical symptoms and improve health. Treatments: Reflex Stimulation, Raindrop (Aromatherapy) Massage, Health Kinesiology, Acupressure, Johansen IAS Sound Therapy, Harmony Therapy (clearing trauma in cellular memory). WBW Reader Offer: 10% Discount on 1st session. W: www.shalbecklifecentre.com E: claire@shalbeckcentre.com T: +44 (0) 7797 714 758 25 Pier Road, Lower Ground, JSY and Avenue Clinic, GSY


Synthesis hosts discovery for change within an Evolutionary Leadership framework. In a safe, supportive holding environment unpack, understand and integrate the whole of yourself. Become selfempowered by stepping onto your personal journey. Take a 360 degree look at yourself inside out and outside in. See what hinders and helps you. Get in touch with your body, thoughts, emotions and energy field. Find innovative solutions to problems providing stepping stones toward transformation. Synthesis provides all this through programmes of Personal & Corporate Coaching, Yoga, Meditation and Energy work. W: www.synthesis-therapies.co.uk E: sarah.howard@synthesis-therapies.co.uk T: +44 (0) 7797 778 965



Tap It Better is the brainchild of Advanced Practitioner Yolanda Sáez Castelló MSc and uniquely combines Inside Out Success Coaching with EFT/TFT Tapping for comprehensive treatment of anxiety, stress, phobias, physical pain, exam nerves and much more. Tap Away the Tiger workshops, Tapping In Schools and private/family sessions also available. EFTi member and fully insured. Online sessions also available.

W: www.tapitbetter.com E: Yolanda@tapitbetter.com T: +44 (0) 7700 788 870 FB: www.facebook.com/justtapitbetter


The Resolution Centre is leading a cultural movement that promotes harmony in society. Their mission is to generate a step change in the way people resolve challenges, make decisions and create opportunity. They have an unique approach which transforms individuals and organisations at every level, enhancing wellbeing, performance and outcomes personally and professionally. As the ADR specialists in the Channel Islands, The Resolution Centre provide a full range of ADR services, leadership development, coaching, and accredited mediation training across all sectors. Creating a better future, one conversation at a time. W: www.theresolutioncentre.com E: info@theresolutioncentre.com T: +44 1534 730 234



TLC Pilates Jsy is a Reformer Pilates studio in the heart of town. A small contemporary studio comprising of six top of the range studio reformers from Balanced Body. Mat Pilates with a difference is also available. A full range of Pilates classes for all ages and abilities as well as private 1:1 and 2:1 Pilates sessions. Tania has been in the fitness industry for nearly 20 years with eight of those teaching Pilates. W: www.tlcpilatesjsy.com E: tlcpilatesjsy@gmail.com T: +44 (0) 7797 849 487

Michelle Wedgbury is a certified health coach (ICF accredited*), and adult mental health first aider. She holds a certificate in Cognitive Behavioural Therapy (CBT) and is currently completing the life coaching part of her studies. She has trained and volunteered as a Samaritan and currently works with clients from a local charity who have suffered life changing illnesses. Michelle’s services include one to one coaching sessions, pop up wellness clinics and lunch and learns. Contact Michelle for a free discovery session. *International Coaching Federation E: wellstepsjersey@gmail.com T: +44 (0) 44 1534 482 638 W: Currently under construction 99