Workplace Well-being

Many people confuse sympathy (sharing the same feelings as someone else) and empathy (being able to recognize someone else’s feelings and being able to respond appropriately, but without necessarily having those feelings ourselves), while others settle for apathy, in a state of semi-burnout. But clearly empathy is what we need to aim for: being able to be supportive of others who are wrestling with emotional issues, but without facing the same emotional challenges ourselves. However, what is very clear is that this is not simply a matter of saying: ‘I know how you feel’. This is a very unhelpful and potentially quite counterproductive way to respond, partly because: (i) we do not know how someone else feels (for example, if…

In working with people, emotions are never very far away. Being able to tune in to other people’s emotions, to be aware of our own and get the balance of head and heart right is often referred to as ‘emotional intelligence’. A key part of this is being able to tolerate silences. When someone is distressed or otherwise in the grip of strong emotions, they may fall silent, and that silence can feel very uncomfortable for us. We can be very tempted to jump in and ask a question or just fill the gap in some way. Understandable though this may be, it can be quite problematic because we are, in effect, giving the person concerned the message that dealing…

This is a mistake I made many times early in my career: making a suggestion or proposal, having no one object to it and then assuming that the lack of explicit objection constituted agreement to what I had put forward. I then had the unpleasant experience of watching my plans fall apart as people did not cooperate with them or play their part in moving things forward – or even, on some occasions, actively sabotaged what I was trying to do. It only slowly became apparent to me that they were never really ‘on board’ in terms of what I had proposed but, for whatever reason, had chosen not to voice their disagreement. So, there is a very important lesson…

It is not uncommon for us to find ourselves in situations where we are wondering: ‘Why is so and so being so awkward?’. In such circumstances we tend to focus on their behaviour or attitude, but this can be misleading. That is because the chances are that, while we are thinking they are being awkward, they are probably thinking we are being awkward. So, what can often happen is that a situation that is rooted in a conflict between two parties is not recognized as such by either of them, each putting the difficulties down to the other’s ‘awkward’ behaviour. While some people are often uncooperative for their own reasons, in the majority of cases believing that someone is being…

Communication goes awry quite regularly, which is not surprising when you think about how much of it we do in any given day. One common way in which communication breaks down is when what is said (or written) does not cover both topic and comment. The topic is what we are talking about and the comment is what we are saying about it. They can be articulated separately (‘You know that book on stress I lent you? I will need it back if that’s OK ’) or together (‘Can you please let me have back that book on stress I lent you?’). Either is fine when both topic and comment are covered, but often, there is a topic identified, but…