MY Psychology’s Post

📣📣 In today's fast-paced world, the workplace often serves as a hub of stress and anxiety. From approaching deadlines to heavy workloads, employees face numerous challenges that can take a toll on their mental health. Understanding the presence of stress and anxiety in the workplace is crucial for both employers and employees alike. 𝗦𝘁𝗮𝘁𝗶𝘀𝘁𝗶𝗰𝘀 𝗼𝗳 𝗦𝘁𝗿𝗲𝘀𝘀 𝗮𝗻𝗱 𝗔𝗻𝘅𝗶𝗲𝘁𝘆 𝗶𝗻 𝘁𝗵𝗲 𝗪𝗼𝗿𝗸𝗽𝗹𝗮𝗰𝗲: 📊📈 According to recent studies, stress and anxiety are recurring issues in modern workplaces: 1. 𝗣𝗿𝗲𝘃𝗮𝗹𝗲𝗻𝗰𝗲: The American Institute of Stress reports that 83% of workers in the United States suffer from work-related stress. 2. 𝗜𝗺𝗽𝗮𝗰𝘁 𝗼𝗻 𝗣𝗿𝗼𝗱𝘂𝗰𝘁𝗶𝘃𝗶𝘁𝘆: The World Health Organization estimates that depression and anxiety disorders cost the global economy approximately $1 trillion per year in lost productivity. 3. 𝗔𝗯𝘀𝗲𝗻𝗰𝗲 𝗮𝗻𝗱 𝗧𝘂𝗿𝗻𝗼𝘃𝗲𝗿: The Centre for Addiction and Mental Health (CAMH) states that stress-related absences account for an estimated 30% of all disability claims, leading to significant costs for employers. 4. 𝗟𝗼𝗻𝗴-𝘁𝗲𝗿𝗺 𝗛𝗲𝗮𝗹𝘁𝗵 𝗘𝗳𝗳𝗲𝗰𝘁𝘀: Chronic stress and anxiety can contribute to serious health conditions such as heart disease, high blood pressure, and depression. 𝗧𝗵𝗲 𝗡𝗲𝗲𝗱 𝗳𝗼𝗿 𝗗𝗮𝗶𝗹𝘆 𝗪𝗲𝗹𝗹-𝗯𝗲𝗶𝗻𝗴 𝗣𝗿𝗮𝗰𝘁𝗶𝗰𝗲𝘀: 🎯 Recognizing the detrimental effects of stress and anxiety on both individuals and organizations, there is a growing emphasis on implementing daily wellbeing practices in the workplace. These practices aim to foster a supportive environment that prioritizes mental health and resilience: 𝗛𝗲𝗿𝗲 𝗮𝗿𝗲 𝘀𝗼𝗺𝗲 𝘀𝗶𝗺𝗽𝗹𝗲 𝗶𝗱𝗲𝗮𝘀 𝘁𝗵𝗮𝘁 𝗰𝗮𝗻 𝗵𝗲𝗹𝗽: 🙏👇 1. 𝗠𝗶𝗻𝗱𝗳𝘂𝗹𝗻𝗲𝘀𝘀 𝗮𝗻𝗱 𝗠𝗲𝗱𝗶𝘁𝗮𝘁𝗶𝗼𝗻: Encouraging employees to practice mindfulness and meditation can help reduce stress levels and improve focus and concentration. 2. 𝗥𝗲𝗴𝘂𝗹𝗮𝗿 𝗘𝘅𝗲𝗿𝗰𝗶𝘀𝗲: Physical activity is known to release endorphins, which are natural mood lifters. Offering gym memberships or organizing group fitness activities can promote employee wellbeing. 3. 𝗪𝗼𝗿𝗸-𝗟𝗶𝗳𝗲 𝗕𝗮𝗹𝗮𝗻𝗰𝗲: Encouraging employees to disconnect from work during non- working hours and providing flexible scheduling options can help prevent burnout and promote overall satisfaction. 4. 𝗠𝗲𝗻𝘁𝗮𝗹 𝗛𝗲𝗮𝗹𝘁𝗵 𝗦𝘂𝗽𝗽𝗼𝗿𝘁: Offering access to confidential counselling services or Employee Assistance Programs (EAPs) can provide employees with the resources they need to address mental health challenges. 𝗧𝗵𝗲 𝗖𝗼𝘀𝘁 𝘁𝗼 𝗘𝗺𝗽𝗹𝗼𝘆𝗲𝗿𝘀 𝗰𝗮𝗻 𝗯𝗲 𝗵𝘂𝗴𝗲: 🥺🥲 The financial implications of workplace stress and anxiety are significant: 1. 𝗔𝗯𝘀𝗲𝗻𝘁𝗲𝗲𝗶𝘀𝗺: Employees experiencing stress-related symptoms are more likely to take sick days, leading to increased absenteeism and decreased productivity... Continue in comments …

I came across a troubling post recently that goes counter to the existing evidence around managing and preventing poor workplace wellbeing. The post is advertising a course aimed at teaching managers to assess their team's personal and organisational wellbeing, interpret the assessment results, and identify critical areas requiring attention, as well as learn to create targeted strategies and interventions to enhance their team's wellbeing and productivity. This is vague and alarm bells are going off as a result. First off, the notion of wellbeing is not defined, so how can potential attendees know what the focus is? I am assuming they mean something along the lines of people’s degrees of depression, anxiety, and burnout. Resilience is often mentioned in these discussions, but is often poorly defined and measured. So, are we expecting managers to make clinical and clinical-adjacent assessments now? This runs counter to recent WHO guidelines. Second, what types of interventions are they taking about? Since it’s all about assessing the individual, then one has to assume the interventions are aimed at changing the individual worker, not the organizational factors that we know adversely impact employees wellbeing. Moreover, there are a number of meta-analyses showing that these types of individual-level interventions don’t have a lasting or meaningful impact on workers. The emerging gold standard approach is to address organizational barriers to worker mental health and wellbeing first. Third, it’s encouraging managers to develop and implement interventions to reduce these problems - (a) managers are more likely to believe the problems are with people, not the organization; (b) there is no mention of the fact that all individual interventions to date have been ineffective; and (c) there’s no indication these managers are being taught about the importance of evaluating these programs for effectiveness. I’m happy to be wrong here, but I don’t think I am. I really want to be optimistic about this area, but posts like this make me sad for the future. Workers are highly resilient already. They fail because the organization is often designed to eat away at it, not maintain or enhance it.

“Workers are highly resilient 🛡️already. They fail because the organization is often designed to eat away at it, not maintain or enhance it.“ Companies would be better off rethinking their organization instead of having individual employees or their teams coached under the guise of the insufficiently defined construct of ”well-being“. #coaching #pschology #leadership #organization

Current wellbeing programmes may not be delivering the desired impact despite significant investments. Why? 𝟏 | Wellbeing programmes have traditionally leaned heavily on clinical psychology focusing on diagnosing and treating individual mental health issues. Clinical insights are invaluable but they sometimes miss the broader context of workplace dynamics and culture. → Focus on organisational factors and understand how job design, management practices and team dynamics contribute to stress and wellbeing. → Customise interventions by tailoring strategies to the specific needs of the workforce and the organisational culture rather than relying on generic solutions. → Complement clinical assessments with stress risk assessments for identifying work-related stressors and guiding interventions. 𝟐 | The passion and dedication of those working in wellbeing are commendable. To truly effect change within organisations however, we must elevate the standards and advocate for those leading our wellbeing efforts are equipped with the right expertise. → Encourage or require professional certifications in business or organisational psychology and not just basic mental health first aid. → Seek practitioners who have experience implementing wellbeing initiatives within diverse organisational settings. 𝟑 | Wellbeing apps and platforms offer seemingly easy and scalable solutions. But do they engage employees meaningfully? → Choose technologies that genuinely meet the needs of your employees and complement rather than replace human interaction. → Use technology judiciously and encourage practices that reduce digital overload. ↳ Personally, I would prioritise a proactive approach that mitigate stress and burnout before they occur. ➤ Focus on preventative measures and design jobs and workflows that inherently reduce stress e.g. clear role definitions, manageable workloads and flexibility in work arrangements. ➤ Encourage self-care and development by support employees in developing personal resilience skills e.g. stress management techniques, time management and setting healthy boundaries. . . . Wellbeing should not be treated as an add-on or a box-ticking exercise but as a core part of the organisational culture. Leaders have to visibly support and participate in wellbeing initiatives setting a precedent that wellbeing is a priority for everyone. Equip managers with the resources and autonomy they need to make real-time adjustments that support team wellbeing and engage them in the development and implementation of wellbeing programmes. Perhaps it is time to rethink and refine our approach to enhance workplace wellbeing, moving beyond quick fixes and investing in sustainable holistic strategies. #leadership #wellbeing #organizationalwellbeing #mentalwellbeing #mentalhealth

“The most effective way to improve employee mental health is by reducing stress, rather than adding new ways to cope with it”. It’s true - neglecting the root cause of organisational stress makes any attempt at workplace wellbeing futile. The first step to overcoming organisational stress and burnout is careful reflection and consideration of processes and policies that might be causing your people ongoing stress — lack of psychosocial safety, flexibility, open communication, appropriate resourcing to name some common themes. But the most effective strategy? A dual approach. First, addressing stress at its source, and second, implementing an ongoing, preventative wellbeing program. Implementation of effective, preventative wellbeing programs means your people are armed with information and knowledge to navigate the challenges of work and life. The outcomes are tangible; enhanced engagement, reduced absenteeism, increased productivity. Interested in delving deeper? We’d love to continue the conversation. Enquire here: https://lnkd.in/g9TD-wky

And with that, it is a wrap. 24 Days. 3,249 Push-Ups representing 3,249 lives lost to suicide in Australia in 2022. I recovered from C+ just in time to clock a finisher after a 3-day recovery pause. Added a MAX-REP challenge this time around too! (Watch the video to see where my max-rep got to 😅) :::::: But wow what a journey it had been. “Mental health” has been a buzzword since the pandemic hit in 2020, But how many of us have truly taken the journey to understand what it meant? I didn’t. Well at least not at the start. And hand to heart, many corporates didn’t as well. While we see mental health being talked about more often these days at the workplace, 💙 How many of those were true, heartfelt initiatives? ✔️ Versus one-off tick box exercises to clock their “commitment” to mental health? . It doesn’t take an employee or student commiting suicide on your watch, to tell you how important it really is. Does it? :::::: Rather than having a mental wellbeing consultant give an hour virtual talk to your thousands of employees worldwide and being done with your annual “wellbeing quota”, Here are some suggestions on how corporates can walk the talk: 1️⃣ Awareness is not a one-off thing. Build quarterly calendars with initiatives to drive regular participation. Start putting employee wellbeing in your company values. That’s the least they deserve for being the backbone of your company. 2️⃣ It is about the support system Invest in your support groups, empower your employee resource groups. Train managers to identify signs of distress. They need knowledge to stop the bleed, as well as who/ how to escalate matters in a way that protect the modesty of the employee, yet get them the help they need. Engage EAPs where experts are on hand to handle employee issues that may arise. 3️⃣ Build a collaborative work environment The number one aggravator to mental wellness is the feeling of isolation. Creating an overly competitive landscape where its “every man for themselves”, or one where enployees work in silos, means that we fail to recognize synergies in collaboration. It also encourages the feeling of isolation and is detrimental to mental health. Start investing resources into building wide employee networks that employees can, and willingly want to be a part of. :::::: Mental wellness needs to be a REAL goal of every organization, Not simply a tick box exercise. That’s the least we can do To be decent human beings. Agree? :::::: P.S. Thank you 🙏 to my fellow Lemon Tree Team 🍋 for being on this journey with me Timothy Gleeson, CPA Angelina Joie Ang 洪夕然 Gabrielle Loh - Purpose-Driven Leadership Speaker Prema Mehrotra Monaliza M. Amid Yathong Lee Shirlyn Lim - Mental Health Speaker! Good job on completing the campaign! 💪 Also, greatest appreciation and thanks to all of you who have supported and contributed to my campaign in your own ways! My heart is full 💙 Love, Jevon #workplace #mentalhealth #pushforbetter

I woke up this morning and realised that it was World Mental Health Day, it got me thinking about how far the world has come in terms of acknowledging and creating a forum where mental health is spoken of, considered and not frowned upon or hidden as older generations once have. And with that, it made me want to provide some guidance and advice, and let people know that a supportive environment is in sight, so just hold on tight. Prioritising Mental Health in the Workplace is the path to productivity and well-being. In today’s fast-paced work environment, the importance of mental health cannot be overstated. As leaders and colleagues, we have a vital role in creating a culture that prioritises mental well-being alongside productivity. Here are a few key reasons why mental health should be at the forefront of our workplace initiatives: Enhanced Productivity: Studies show that employees who feel supported in their mental health are more engaged, motivated, and productive. When team members feel safe to discuss their challenges, it fosters a more collaborative and innovative environment. Reduced Absenteeism: Mental health challenges can lead to increased absenteeism. By promoting a supportive culture, we can reduce the stigma around mental health issues and encourage employees to seek help, ultimately leading to a healthier workforce. Improved Employee Retention: Companies that prioritise mental health tend to see higher employee satisfaction and retention rates. When employees feel valued and supported, they are more likely to remain committed to their organisation. Positive Workplace Culture: A focus on mental health fosters an inclusive and supportive workplace. This encourages open communication and strengthens relationships among team members, contributing to overall morale. Legal and Ethical Responsibility: It’s not just good practice; it’s our responsibility to ensure that our workplaces support mental health. Complying with mental health policies and regulations protects both employees and the organisation. What should we do: Provide Resources: Offer access to mental health resources, such as counselling services and workshops on stress management and resilience. Encourage Open Dialogue: Create safe spaces for employees to discuss mental health openly. Consider regular check-ins or mental health days. Lead by Example: Leadership should model healthy work-life balance and prioritise their own mental well-being, setting a precedent for the entire organisation. Implement Training: Educate managers and employees about mental health awareness, ensuring everyone understands the signs of mental distress and how to respond compassionately. Incorporating mental health initiatives into our workplace strategy is not just beneficial—it's essential. Let’s work together to create environments where everyone can thrive. #MentalHealthMatters #WorkplaceWellbeing #Leadership #EmployeeEngagement #HealthyWorkplace

How Ostracism is killing you !!! 😲 How can you save yourself with this ?? Work from home comes with a cost of aloofness, detached, disinterested, incurious, indifferent, and unconcerned. ☠ Imagine being part of a team where, despite your best efforts, you find yourself on the outside looking in. This is the reality for many who works from home, experiences workplace ostracism. 😫 When employees feel excluded, their self-esteem takes a hit, and negative emotions like anger and anxiety start to bubble up. This stress can significantly lower their engagement and satisfaction, making it hard to stay motivated and productive. Ostracism also takes a toll on mental health, draining psychological resources and leading to self-doubt and emotional exhaustion. Feeling like an outsider creates additional burdens, making it challenging to connect with colleagues and diminishing overall wellbeing. Employee welfare encompasses how individuals assess the overall quality of their career and work experience. There are three key dimensions of success: 1. Work, 2.Psychological, and 3.Life wellbeing. These dimensions provide a more comprehensive understanding of an individual's overall wellbeing. Workplace ostracism happens when you’re ignored or excluded by your co-workers. This can be subtle, like being left out of conversations or decisions, or more obvious. It hurts your job satisfaction, mental health, and overall wellbeing. Here’s why being physically present in the office can make a difference: 🤓 1.Boosts Engagement: When you're in the office, you’re more visible. This helps build connections and reduce feelings of isolation. It makes it easier for others to notice and appreciate your contributions. 😍 2.Enhances Recognition: Face-to-face interactions increase chances for timely feedback and recognition. This can combat feelings of being overlooked and improve your sense of belonging. 😍 3.Improves Wellbeing: Regular office attendance can help you feel more connected and supported. Being part of the team in person reduces the risk of feeling left out, which can positively impact your mental and physical health. 😍 Tips to Handle Workplace Ostracism:😎 #Foster Connections: Build strong relationships outside work—friends, family, hobbies. This helps maintain your morale and perspective. #Seek Regular Feedback: Actively ask for feedback to stay informed about your performance and address any issues early. #Encourage Recognition: Promote peer-to-peer recognition. This creates a more inclusive environment and helps everyone feel valued. Being present in the office not only supports your own wellbeing but also strengthens team cohesion and reduces the risk of feeling ostracized. #HRBP #SMARTWORKINGMODEL #BIRLASOFT

Employee mental health is overrated In today's fast-paced corporate world, it's clear that the key to success lies in squeezing every ounce of productivity out of your employees. Why should you waste time and resources on "mental health" when the bottom line is all that matters? Here are a few reasons why companies should disregard mental well-being entirely and focus on performance metrics instead: 1. Maximize short-term gains: Who cares about long-term sustainability? By pushing employees to their limits without regard for their mental health, you can maximize short-term profits. After all, burnout is just a sign of dedication, right? 2. Cultivate a competitive environment: By ignoring mental health, you foster a cutthroat atmosphere where only the strongest survive. This Darwinian approach ensures you keep only the toughest employees, and who needs a supportive team when you have a handful of overworked, overstressed high performers? 3. Reduce time off: Mental health initiatives might encourage employees to take time off to recharge. But by ignoring mental health, we can ensure that our employees are always at their desks, even if their productivity plummets due to stress and fatigue. 4. Eliminate distractions: Focusing on mental health might introduce "distractions" like wellness programs, counseling, and stress-relief activities. By avoiding these, we can keep our workforce laser-focused on their tasks, regardless of how overwhelmed they might feel. 5. Stay traditional: Embracing mental health is just a trendy fad. Sticking to traditional values of hard work and perseverance without all the "feel-good" fluff keeps your company grounded in the good old days. You might be thinking: Kai, seriously? No, of course not: The above points are a satirical take on a serious issue. The reality is that neglecting mental health can be incredibly detrimental to both employees and the organization. Numerous studies have shown that a supportive approach to mental well-being boosts productivity, creativity, and employee retention. Happy, healthy employees are more engaged, motivated, and capable of delivering high-quality work. Investing in mental health is not just a compassionate choice but a strategic business decision that enhances overall performance and drives sustainable success. (By the way: Therefore at Salzgitter AG we make sure fostering mental and emotional health on many different levels and facets - E.g. with our so-called mental-health-navigator-support, supporting team resilience pro-actively to tackle challenges and including health aspects within our leadership training) Let's prioritize mental health, not just for the sake of our employees, but for the betterment of our companies as well. #mentalhealth #Employeeexperience #corporatewellbeing #gesundheitsaktivisten #wemakeithappen [Foto von Luis Villasmil auf Unsplash]

🌍𝗪𝗼𝗿𝗹𝗱 𝗠𝗲𝗻𝘁𝗮𝗹 𝗛𝗲𝗮𝗹𝘁𝗵 𝗗𝗮𝘆 𝟮𝟬𝟮𝟰: 𝗣𝗿𝗶𝗼𝗿𝗶𝘁𝗶𝘀𝗶𝗻𝗴 𝗠𝗲𝗻𝘁𝗮𝗹 𝗛𝗲𝗮𝗹𝘁𝗵 𝗶𝗻 𝘁𝗵𝗲 𝗪𝗼𝗿𝗸𝗽𝗹𝗮𝗰𝗲🧠 When on average, 𝟲𝟬% 𝗼𝗳 𝗼𝘂𝗿 𝘁𝗶𝗺𝗲 𝘀𝗽𝗲𝗻𝘁 𝗶𝗻 𝘁𝗵𝗲 𝘄𝗼𝗿𝗸𝗽𝗹𝗮𝗰𝗲, it’s clear that mental health is not only an individual concern but also a shared responsibility. As we mark #WorldMentalHealthDay2024, it's important to reflect: 𝗜𝘀 𝗺𝗲𝗻𝘁𝗮𝗹 𝗵𝗲𝗮𝗹𝘁𝗵 𝘁𝗿𝘂𝗹𝘆 𝗯𝗲𝗶𝗻𝗴 𝗽𝗿𝗶𝗼𝗿𝗶𝘁𝗶𝘀𝗲𝗱 𝗶𝗻 𝘆𝗼𝘂𝗿 𝘄𝗼𝗿𝗸 𝗲𝗻𝘃𝗶𝗿𝗼𝗻𝗺𝗲𝗻𝘁? We all know the pressures work can bring. Deadlines, projects, and meetings fill our days, but beneath it all, there’s an unspoken need-𝘁𝗵𝗲 𝗻𝗲𝗲𝗱 𝘁𝗼 𝗳𝗲𝗲𝗹 𝗵𝗲𝗮𝗿𝗱, 𝘃𝗮𝗹𝘂𝗲𝗱, 𝗮𝗻𝗱 𝘀𝘂𝗽𝗽𝗼𝗿𝘁𝗲𝗱. Whether you’re leading a team or working within one, mental wellbeing should be a part of the workplace conversation. 🌱𝗠𝗲𝗻𝘁𝗮𝗹 𝗵𝗲𝗮𝗹𝘁𝗵 𝗶𝘀𝗻’𝘁 𝘀𝗼𝗺𝗲𝘁𝗵𝗶𝗻𝗴 𝘄𝗲 𝗰𝗮𝗻 𝗹𝗲𝗮𝘃𝗲 𝗮𝘁 𝘁𝗵𝗲 𝗱𝗼𝗼𝗿, 𝗶𝘁 𝗰𝗼𝗺𝗲𝘀 𝘄𝗶𝘁𝗵 𝘂𝘀 𝘁𝗼 𝘄𝗼𝗿𝗸. This is why creating an environment that fosters mental wellbeing requires collaboration. A caring and supportive workplace begins with a shared understanding. 𝗘𝗺𝗽𝗹𝗼𝘆𝗲𝗲𝘀 𝘀𝗵𝗼𝘂𝗹𝗱 𝗯𝗲 𝗲𝗻𝗰𝗼𝘂𝗿𝗮𝗴𝗲𝗱 𝘁𝗼 𝗯𝗲 𝗿𝗲𝘀𝗽𝗼𝗻𝘀𝗶𝗯𝗹𝗲 𝗳𝗼𝗿 𝘁𝗵𝗲𝗶𝗿 𝗺𝗲𝗻𝘁𝗮𝗹 𝘄𝗲𝗹𝗹𝗯𝗲𝗶𝗻𝗴 and feel empowered to communicate their needs. At the same time, 𝗲𝗺𝗽𝗹𝗼𝘆𝗲𝗿𝘀 𝗵𝗮𝘃𝗲 𝗮 𝗰𝗿𝘂𝗰𝗶𝗮𝗹 𝗿𝗼𝗹𝗲 in fostering this environment through education, listening, and creating a psychologically safe space where these conversations can take place. 💡3 𝙒𝙖𝙮𝙨 𝙩𝙤 𝙋𝙧𝙞𝙤𝙧𝙞𝙩𝙞𝙨𝙚 𝙈𝙚𝙣𝙩𝙖𝙡 𝙃𝙚𝙖𝙡𝙩𝙝 𝙞𝙣 𝙩𝙝𝙚 𝙒𝙤𝙧𝙠𝙥𝙡𝙖𝙘𝙚: 𝗘𝗻𝗰𝗼𝘂𝗿𝗮𝗴𝗲 𝗰𝗼𝗻𝘃𝗲𝗿𝘀𝗮𝘁𝗶𝗼𝗻𝘀 - Honest, open conversations about mental health can break down the stigma. Whether you’re a manager or a team member, simply asking, “How are you, really?” and taking the time to listen can make a world of difference. 𝗙𝗼𝘀𝘁𝗲𝗿 𝗮 𝗯𝗮𝗹𝗮𝗻𝗰𝗲 - It’s not just about work, it’s about life. Support flexible schedules and realistic workloads. Encouraging balance will help individuals feel less overwhelmed, more focused and ultimately more productive. 𝗪𝗼𝗿𝗸 𝘁𝗼𝗴𝗲𝘁𝗵𝗲𝗿 𝗼𝗻 𝘄𝗲𝗹𝗹𝗯𝗲𝗶𝗻𝗴 - Mental health plans should be a collaborative effort between employers and employees. When people feel involved in shaping their wellbeing at work, they’re more likely to feel engaged, supported, and productive. Imagine a workplace where everyone can perform at their best without compromising their mental health. It’s not just about getting the job done—it's about thriving in an environment where wellbeing is part of the everyday culture. 𝘔𝘺 𝘰𝘯𝘦-𝘰𝘯-𝘰𝘯𝘦 𝘤𝘰𝘢𝘤𝘩𝘪𝘯𝘨 𝘴𝘶𝘱𝘱𝘰𝘳𝘵𝘴 𝘪𝘯𝘥𝘪𝘷𝘪𝘥𝘶𝘢𝘭𝘴, 𝘸𝘩𝘪𝘭𝘦 𝘸𝘦𝘭𝘭𝘣𝘦𝘪𝘯𝘨 𝘵𝘢𝘭𝘬𝘴 𝘢𝘯𝘥 𝘸𝘰𝘳𝘬𝘴𝘩𝘰𝘱𝘴 𝘤𝘢𝘯 𝘦𝘯𝘩𝘢𝘯𝘤𝘦 𝘺𝘰𝘶𝘳 𝘵𝘦𝘢𝘮’𝘴 𝘮𝘦𝘯𝘵𝘢𝘭 𝘩𝘦𝘢𝘭𝘵𝘩 𝘦𝘧𝘧𝘰𝘳𝘵𝘴. 𝘐𝘯𝘵𝘦𝘳𝘦𝘴𝘵𝘦𝘥 𝘪𝘯 𝘧𝘪𝘯𝘥𝘪𝘯𝘨 𝘰𝘶𝘵 𝘮𝘰𝘳𝘦? 𝘗𝘭𝘦𝘢𝘴𝘦 𝘨𝘦𝘵 𝘪𝘯 𝘵𝘰𝘶𝘤𝘩.