Simon Holt’s Post

This video is a must watch. We can invite people in under the guise of inclusion and diversity, but without intentionality to shift our practices and seek genuine inclusion through equity, we will actually cause more harm. The current paradigm will protect itself in order for it to persist. This is why terms like anti-racism matter… We have to combat the current way of being in order to bring about a new paradigm. Our challenge as leaders is to really sit with our complicity in the old paradigm and how we might need to get uncomfortable to allow real innovation and growth to happen. This way of thinking isn’t popular. I’ve been blocked and removed and dismissed for saying things like this to people with institutional power, and watched those people be protected by the system, instead of the system interrogating itself with curiosity. But it’s important that we stay clear: real inclusion and authentic equity will bring about more just and innovative systems. And in places where we hold privilege and power, it is our obligation to others to advocate for more just paradigms. https://lnkd.in/gZ4JFzcr

The most recent edition of the Transactional Analysis Journal (TAJ), published last month, delves into the topic of leadership, which has been generating much discussion on the global stage. One of the highlight articles is by Karen Minikin, titled "Leadership, Intersectionality, and Feminism: Radical-Relational Perspectives," which provides a unique perspective on systemic, institutional, and individual leadership from a radical-relational standpoint.    Minikin explores how intersectionality and feminism can challenge and reframe traditional leadership paradigms rooted in patriarchal and masculine norms. She critiques these normative mindsets by examining the dynamics of power, authority, and responsibility, proposing that leadership should incorporate a more relational and inclusive approach. The paper also discusses the implications of these ideas in contexts such as mental health provision in the UK, advocating for leadership practices that are more empathetic, inclusive, and sensitive to issues of power and oppression.     We understand the importance of working relationally, and we invite you to read this article for a thought-provoking experience. If you are interested in understanding how to work relationally in the therapy room, consider joining our "Therapeutic Relationship is a Two-Way Street with Dr. Helena Hargaden" course in September: https://lnkd.in/g6ixtGez..    #intersectionality  #feminism  #inclusiveleadership  #socialjustice  #empowerment

Did you know that dyslexia affects how individuals process language, but it doesn't limit their potential? Yet, three quarters of employees hide their dyslexia at work. Stigma surrounding dyslexia can significantly limit colleagues at work, leading to misunderstandings, reduced opportunities, and a lack of necessary support for their unique strengths and challenges. To reduce this stigma, we offer a range of supportive sessions designed to foster understanding and empower colleagues with dyslexia. Some include… • Inclusive Leadership Programme • Unlocking the Potential of Neurodivergent Talent • Great Minds Don’t Think Alike: Creating Neuroinclusive Workplace • Diverse Minds Matter: A Mental Health and DE&I Workshop Click here to view these sessions in more detail – https://buff.ly/3xebWb4 To book a meeting with our team, contact us at hello@wellityglobal.com. #DyslexiaAwarenessWeek #Neurodiversity #Dyslexia #DyslexiaAtWork #BetterEveryDay

Neurological differences refer to the unique ways our brains are wired and function, affecting how we think, learn, and interact. This includes conditions like autism, ADHD, and dyslexia. Embracing these differences helps create inclusive environments for everyone. Understanding and embracing these is key to fostering a workplace where everyone can thrive. Here's why it matters: 1. Diverse Perspectives: Neurodiverse teams bring unique viewpoints and creative solutions to the table, leading to more innovative results. 2. Boosted Productivity: Recognising and accommodating different working styles can enhance productivity and job satisfaction for everyone. 3. Better Employee Well-being: Supporting neurological differences helps create a supportive environment where all employees feel valued and understood, reducing stress and boosting mental health. 4. Legal and Ethical Responsibility: Promoting inclusivity not only aligns with legal requirements but also ensures fair treatment and equal opportunities for everyone. 5. Stronger Team Dynamics: Awareness and acceptance of neurodiversity improve team communication and collaboration, fostering a more cohesive and supportive work culture. 6. Enhanced Interactions and Behavior Management: Understanding neurological differences helps understand and support behaviours effectively. This also improves interactions, leading to more positive and productive relationships. We all have neurological differences to some extent, as each person's brain is unique. Stay tuned for more tips on supporting and celebrating neurodiversity in the workplace! OR Book your place on the next Neuro-inclusive Leadership Program on Friday, 26 July, from 9:30 am - 4:00 pm at EQ Café Deakin. https://lnkd.in/grNSftxg #Neurodiversity #Inclusion #WorkplaceInclusion #DiversityMatters

Experts on social connection say there are small steps we can take at any age to cultivate a sense of belonging and social connection. The New York Times #loneliness #mentalhealthawarenessmonth #connection #belonging #leadership

“Resolve to keep happy, and your joy and you shall form an invincible host against difficulties.” ~ Helen Keller 🌱🌻🐢☀️ Whether you are a person with or without a disability, life comes with some unique twists, turns, and bends. When you come to the T in the “Why Me” intersection, you have a decision to make ~ curl into a ball and admit defeat or resolve to seize joy and champion yourself to your greatest victories. True resilience is the intentional commitment to forging the best version of yourself for yourself and those around you. #netMD #LeaderlyConsultingGroup #LCG #DisabilityInclusion #Communications #PublicRelations #Leadership #LetsGrow #MicroResilience #Hope #WellBeing #Health #TraumaticBrainInjury #OrganizationalLeadership #MaxwellLeadership #Champions #MarchForwardAndUpward #TuesdayTruths #PersonalGrowth #Intentionality

Do you know what it feels like to be the only X in the room (or zoom)? If not, read this. There is extensive psychological research into the exhaustion and stress we feel when we are the only woman / person of color / [insert identity here] in a space (be it virtual or physical). Why is this important? Because leaders need to understand those challenges in order to better support under-represented employees on their teams. It's a critical piece of the I in DEI (inclusion). So, leaders, please read this article that shares really compelling details and feelings about being the only X in the room, and I promise you you'll be a better, more inclusive leader for it.

Are you comfortable 🗣 speaking up in groups 🗣 when you have a minority opinion and everyone else seems to agree with each other? Group behavior research shows most people aren't because they feel too uncomfortable being seen as going against the group. This happens even in open-minded places who see themselves as welcoming all opinions! But good ideas and real change often don't come from the majority. Let's remember groupthink is a basic human impulse and it's up to leaders to create cultures where people (especially quieter ones or those with less power) feel safe disagreeing with the majority. Also: check out Susan Cain's great newsletter where this came from if you don't know it, it's consistently very good. #workculturematters #speakupatwork #groupdynamics

🧠 𝙄𝙣𝙣𝙚𝙧 𝙈𝙖𝙨𝙩𝙚𝙧𝙮 𝙎𝙚𝙧𝙞𝙚𝙨 🧠- 𝗕𝘂𝗿𝗻𝗼𝘂𝘁 𝗮𝗻𝗱 𝗡𝗲𝘂𝗿𝗼𝗱𝗶𝘃𝗲𝗿𝘀𝗶𝘁𝘆: Burnout is a state of exhaustion caused by long-term overwork or stress, now recognized as a real syndrome by the ICD-11. It includes three main aspects: feeling drained, distancing oneself mentally from work, and reduced performance. Burnout affects not just those in workplaces but can also impact anyone facing prolonged stress in any area of life. Neurodivergent people, such as those with autism or ADHD, are more prone to burnout because they spend extra energy trying to fit into a world designed for neurotypical individuals. Burnout is not an individual problem but a systemic one, meaning it needs solutions at the institutional level. Organizations and society must create environments that reduce chronic stress and support everyone's mental health to prevent burnout effectively. P.S. I dedicate a full chapter to dealing with emotions in my new book “𝘽𝙧𝙖𝙞𝙣 𝙎𝙘𝙞𝙚𝙣𝙘𝙚 𝙁𝙤𝙧 𝙏𝙝𝙚 𝙎𝙤𝙪𝙡”, ranked Amazon #1 Hot New Release in Neuropsychology. Get your copy at https://bit.ly/Vela-Books I’m interested in your perspective on this topic, please comment below or DM me. Read the article: https://lnkd.in/gruSE_ZY #EQ #mentalhealth #leadershipdevelopment #brainsciencecoaching #professionaldevelopment

“Helping people operate to their full potential by understanding their strengths and challenges will ultimately lead to thriving and productive workplaces.” Thank you, Vivan Lam! Neurodiversity, by definition, includes all of us – not just “those” people with a diagnosis. We create neuroinclusive work places when we support the strengths and struggles of every team member! Our organizations are rich with neurotypical AND neurodistinct talent, some realizing their neurodistinctions as adults.   Acknowledging, aligning and supporting these qualities provides an opportunity to leverage the gifted talent already a part of our organizations. #HumanResources #careers #culture #leadership #neurodiversity   https://lnkd.in/evD6KFJf?