companies already offer mindfulness training at work and an addi-tional
21 per cent will be adding it over the next year.
Why mindfulness? Research shows employees trained in this
mental exercise better manage their stress, have greater mental and
physical resilience and perform optimally at their jobs. On a prac-tical
level, this means mindful employees stay focused and present
in meetings, actively listen to colleagues and clients, are better
able to navigate (and rebound from) conflict and have an overall
increased level of engagement in their day-to-day activities.
Along with the growing popularity of mindfulness – this
ancient wisdom tradition is now practiced by business, health-care,
the military, academia, professional sports and governments
around the world – has come a plethora of training options.
So how can you choose what’s right for your organization? Start
by taking a look at your employees and see where they are on the
continuum. Chances are that you have a small to medium sized
group of employees who take care of their physical and mental
health and the rest – not so much. Organizations that employ a
lot of men know they practice less self-care than women and if or
when they do eventually go to the doctor, they are sicker than their
female counterparts.
If the above resembles your workforce, here are some recom-mendations
for getting started:
■■ Look for introductory, online training that’s accessible, self-directed,
confidential and measurable.
■■ Steer clear of using the word “meditation” as it can be a
barrier for many. In fact, a 2015 research study funded by the
Movember Foundation determined the best way to engage men
in mindfulness training is to call it something else (i.e., safety
training, performance training, leadership training, etc.), deliver
it at work, make the training available online and connect it to
work, sports and leadership.
■■ Choose mindfulness training that is evidence-based so you’ll have
greater buy-in at the top; the results will be there and the naysayers
around the water cooler will be more open to giving it a try.
■■ If bringing mindfulness training to the organization is greeted
with reluctance, start with a pilot session. The results and
testimonials will speak for themselves.
■■ Once the training is underway, share the positive outcomes with
employees to increase awareness, utilization and completion.
And for those who want to take their new mindfulness practice
further, give them more! Whether it’s additional online training,
a one-day retreat or weekly classes, this group will become the
organization’s mindfulness champions, ultimately helping to
create a more mindful culture.
The extensive research on the many benefits of mindfulness means
it’s here to stay. It’s now seen as a core literacy that will be taught in
school just like math and English and is expected to become a core
competency required by employers. If your organization is looking
for ways to support employee mental health, increase resilience and
improve performance, all while retaining and attracting top talent,
consider adding mindfulness training to your wellness program. n
Dr. Geoff Soloway is co-founder and chief training officer at
MindWell-U.
TOP FIVE WAYS
EMPLOYEES
CAN START A
MINDFULNESS
PRACTICE
1. TRY IT
The best way to see if mindfulness is for you is to try
it, suggests Dr. Geoff Soloway, chief training officer
at MindWell-U.
“You can certainly read about mindfulness and mindfulness
based stress reduction in books and online, but in all the
classes I teach, the penny really drops when people experience
mindfulness for themselves.”
2. START SMALL
Rather than jump into a 30-minute mindful meditation, start with
something easy and accessible, says Soloway. He recommends
to start by practicing mindful meditation for five minutes at
a time, or rely on the guidance from the numerous apps or
websites available as mindfulness resources.
3. PRACTICE
Just like building muscles at the gym, mindfulness is a brain
exercise that needs repetition for results. In fact, small
amounts of mindfulness practice make a big difference:
in three days, stress goes down; in two weeks, focus and
memory improve; and in eight weeks, there are changes in the
brain’s neuroplasticity.
4. HARDWIRE HAPPINESS, TOO
Mindfulness helps us better manage stress, but it also
hardwires happiness.
“The next time you have a positive experience or happy
moment, do a mindfulness practice to really soak up the
feeling,” said Soloway. “If we train ourselves to notice
and celebrate the little moments, we can literally hardwire
happiness in our brains.”
5. USE CUES
“One of the hardest things about mindfulness is remembering to
practice,” said Soloway. “In the 30 Day Mindfulness Challenge,
we encourage people to drop cues into their day to help them
remember to practice. The cues should be something you’re
already doing each day so it’s easy for you to remember. Some
of the cues we use in the challenge are walking through a door,
checking e-mail or brushing your teeth.”
health & wellness
sdecoret / 123RF Stock Photo
36 ❚ JUNE 2018 ❚ HR PROFESSIONAL
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