Humansolutions Bulletin - June 8th 2021

A much-needed resource in these pressurised times. Keeping pressures within manageable limits is a very demanding undertaking in these modern challenging times. This manual provides important practical guidance eon managing pressure and keeping stress at bay. Essential reading for all busy practitioners and managers. Available from here or from Amazon.

Some people seem to think that an apology is an admission of guilt or even of negligence and are therefore very careful not to utter the word ‘sorry’. This is very unfortunate, as saying sorry can defuse a tense situation, while not saying sorry when an apology could have helped a great deal can inflame a situation quite significantly. But often it isn’t a deliberate strategy to withhold an apology; it’s simply a matter of allowing work pressures to distract us to the extent that we lose sight of basic manners. Our own pressures stop us from seeing the situation from the other person’s point of view and thereby prevent us from taking their feelings into account. A classic example…

Thrive began as the Society for Horticultural Therapy and Rural Training in Frome in 1979, set up by Chris Underhill, a young horticulturist inspired by his work with people with disabilities and his voluntary service in Africa. Chris was supported by, amongst others, Dr Geoffrey Udall a paediatrician. Initially the organisation concentrated on supporting the people who were setting up and running specific outdoor projects and wanted to use the concept of horticultural therapy. It aimed to be a bridge between the world of horticulture and the world of health. In the mid-1980s the organisation widened its scope by offering services to individual disabled gardeners. Before his death, the Reverend Dr Geoffrey Udall made provision for Thrive in his will…

At Stonewall, we imagine a world where all LGBTQ+ people are free to be themselves and can live their lives to the full. Inclusive workplaces have a huge part to play in this making this world a reality. But inclusion is not a given. The best employers understand why all their employees should feel welcome, respected and represented at work. They know that inclusion drives better individual, business and organisational outcomes. And they believe that staff must be able to bring their whole selves to work. Because when LGBTQ+ employees feel free to be themselves, everybody benefits. Click here to read more

Possibility has a flipside. We need possibility to do our best work. To believe that it might work. To understand that if we do our best work and bring our full selves to the project, we have a shot at achieving our goal. Hope is fuel. Perhaps we’ll make the sale, be admitted, create a hit, change someone’s mind, invent a breakthrough, play the notes beautifully, open doors and create magic… But we might not. And if we don’t, what then? ... Click here to read more

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