Confide’s Post

Attention #neurodiversity professionals! I am organising a skillshare and support group for those who are professionally supporting persons with #neurodivergent traits. If in your professional life you are responsible for raising #neurodiversityawareness for neurodiversity, advocating for persons with neurodivergent traits, or supporting persons with #mentalhealth issues at the workplace, we would like you to join. This is in informal, compassionate and confidential online event where we can share our experiences, seek advice from others in a similar situation and see what best practice looks like. HR professionals, coaches, trainers dealing with neurodivergent colleagues, and/or neurodivergent themselves: you are all welcome. (Managers are also welcome, but might find my webinars on Neurodiversity at work more pertinent) First date is 9 April. To register and learn about other dates, scan the QR code on the attached flyer. And please forward and share this post or document with others who might be interested. I look forward to seeing many of you then. #adhdcoach #neurodiversityatwork #executivecoach

https://lnkd.in/e7_jzRR3 In healthcare, both behavior and psychology play critical roles in shaping patient care and outcomes. A video highlighting the importance of organizational behavior and psychology in healthcare emphasizes how understanding human behavior can improve leadership, staff engagement, and patient satisfaction. When healthcare teams are attuned to the behavioral needs of both staff and patients, it fosters a more collaborative, compassionate environment. This approach can elevate the quality of care while promoting a culture of continuous improvement. #CSIBUS605 #ProfTimRN #GrtVid #HealthcareLeadership #PatientCare #Psychology #OrganizationalBehavior

Never a day goes by that I don't take a moment to reflect and feel gratitude for my FANTASTIC employer & colleagues at Sunshine Support - it's so validating and affirming to work with people who understand and relate - but then on the flip side, isn't it a bit sad that in this day and age, it's still so SPECIAL that a workplace is flexible, accommodating and understanding? Perhaps we stand out as an outlier in the sense that Sunshine is literally built from neurodivergence, and neurodivergence is integral to the very foundations and values of the company - it was never NOT going to be inclusive? But to me, I don't think that this should be an excuse for other employers to not follow suit and emulate what we have as a team - you don't need to be a neurodivergent founder/executive/line manager etc to want to LEARN, GROW and UPSKILL in diversifying your team, as well as accommodating & supporting those in your team who may also be neurodivergent and either don't know it, are too scared to tell you, or are diagnosed and struggling. Footnote to anyone still in the mindset that neurodiversity is just a trendy fad, not real, an excuse etc... We know more about it now, instead of misdiagnosing depression/other conditions, it's more likely to be correctly identified as ND. It is very real, we DID have neurodivergence back in the day but it was a very different world back then, the workplace and world in general has evolved in a way that many people who didn't need a diagnosis a few generations ago now actually really benefit from the diagnosis and need the support. We're not all 'a bit autistic/ADHD', just like I don't have a 'bit of a broken leg' because I bashed my knee. The autistic spectrum is for autistic people, we're not 'all on it'. *AND BREATHE*.

Just 2 tickets left for The People and Culture Forum next Wednesday morning. We will be discussing ADHD at Work. You will learn: - How do ADHD brains differ from neurotypical brains. - What role does executive function play and how can we use this information to our advantage in the workplace. - What is an interest-based nervous system? - How can diverse teams use an understanding of the brain to thrive? To book- https://lnkd.in/eShC9kzU

It’s estimated that 1 in 7 people are neurodivergent. Do you feel confident that your workplace provides sufficient support to these individuals? I am thrilled to announce that we will be joined by Daniel Brooke Founder and Director of Neurodiversity Specialists at our upcoming peopleHUB webinar. Daniel will be providing an informative session exploring neurodiversity in the workplace and discussing how employers can support their neurodivergent employees. What will be covered? • An overview of the different neurodivergent processing differences. • Common misconceptions and stereotypes. • Associated challenges and strengths. • Potential impact on mental health and general wellbeing. • What employers can do to support their neurodivergent employees and the benefits to both the individual and employer. As a neurodivergent individual himself, Daniel brings a unique perspective and a deep understanding of the neurodivergent experience to his work. Daniel’s credentials speak for themselves; he is a qualified workplace needs assessor certified by the British Dyslexia Association (BDA). With a rich background in career coaching and employability skills training, he has honed his expertise through years of assisting countless neurodivergent individuals across various sectors. You do not want to miss this! Register for free - https://bit.ly/4azvaGp #Neurodiversity #HRWebinar #HumanResources

Not sure what an industrial psychologist does? Don’t worry, we are here to help you. Industrial Psychologists apply psychological principles to the workplace. What does it mean? It means they: - study employee behavior - develop training programs - improve workplace productivity - enhance employee well-being through research and tailored interventions Is it similar to Human Resources (HR)? Not really! While both aim to improve workplace environments, HR focuses on administration and policy enforcement, whereas Industrial Psychologists emphasize understanding and improving human behavior at work. So, next time someone asks you what an Industrial Psychologist does, you tell them straight and clear :) Want to know how Industrial Psychology is applied in the real world? We are organizing an insane value-packed webinar on I/O Psychology in Real-World Scenarios: beyond theory by Anushree Kabra If you don’t know who Anushree is, she’s an Industrial Psychologist who's working as a Management Consultant with close to 2 years of experience in the field. The webinar is happening on 20 July, Saturday at 6 PM, IST. You can book your seat by filling out the registration form in the comment section below (we won’t sell the recording later). See you in the webinar! picture credit - orgpsych (via instagram) #Industrialpsychology #industrialpsychologist #corporate #psychologystudents #webinar #psychology

📢 This is a LOUD SHOUT OUT, a KLAXON CALL if you like to all my colleagues and connections in the realm of Business Psychology, Human Resources, Management, and related fields! *In fact, if you are connected to me, then your opinion on this survey WILL be valuable.* Please take a moment of your day to add your input to our Annual Industry Insights Survey. This is a unique chance for you to make your voice resonate and contribute your invaluable perspectives on the evolving landscape of Business Psychology in our ever-changing world of work. To express our gratitude for your time and insights, we are offering a 10% discount on the Annual ABP Conference ticket for 2024 to all survey respondents. Even better, one lucky participant, who provides exceptionally insightful responses, will be granted complimentary access to this much-anticipated conference! (Watch this space for further updates on the conference!) Your expertise and insights are invaluable to shaping the future of our field. I am looking forward to your contributions. #ABPIndustryInsightsSurvey2024 #AssociationforBusinessPsychology #HR #Psychology

I'm completing this now. It's actually really interesting to reflect on the questions, which are very relevant to now - e.g. questions about adaptive leadership, DE&I initiatives, Hybrid Work challenges, employee demands etc, with references to current researchers on these topics.

Here's some examples of behavioural nudges: 'In our experience, most people who have even a passing interest in Business Psychology choose to complete our survey' (Norming) Or 'The time window to complete our survey is getting shorter! Complete it now to avoid missing the opportunity to have your say!' (Scarcity) Or 'First person to complete the survey and comment 'done' on this status, gets a free drink from me at the The Association for Business Psychology Annual Conference' (Gamification)

Fancy providing some insight into the world of all things Business Psychology? Then check out this funky survey by the The Association for Business Psychology! Your efforts would be much appreciated.