Ei x Chester Elton: How Do We Manage Anxiety At Work?

Dr. Kathy PikeDr. Kathy Pike is the founder and past director of the WHO Center for Global Mental Health and professor of psychology at Columbia University. She is also the CEO of One Mind. Dr. Pike has international experience in global mental health discussion. She has published over 100 articles and book chapters on eating disorders, culture, psychopathology, global mental health, and mental health in the workplace. A long-time advocate for increasing access to mental health services, Dr. Pike has provided consultation on mental health policy to Japanese parliamentary representatives and to the United States Mental Health Policy Organizations.She’s also committed to supporting workplaces in their efforts to address mental health in the workplace. As such, she consults with global corporations with the aim of integrating best practices to reduce the burden of mental illness and enhance mental health and wellbeing in today’s rapidly changing workplace. Insights from this episode:Challenges in addressing the complexity of issues that need to change regarding mental health in the workplaceChanging cultures and transformation through structural and systemic changesMental Health at Work Index for Leaders and Organizations3 Ps Framework: Protection, Promotion, ProvisionStrategies at One Mind at WorkAI as an aid for Mental Health Professionals Quotes from the show:“Taking care of our mental health is, it’s a verb. It’s not a noun. It's dynamic and it’s changing. And so this idea of emotional inclusion that you’ve put forward, I think is one that’s really powerful because it means it’s an invitation.” - Dr. Kathy Pike“We have this false dichotomy that what’s good for business is not good for mental health and what’s good for mental health is not good for business. And that’s just flat out wrong. Data is overwhelmingly clear that when we take care of our people, when you take care of people’s mental health and wellbeing, it’s good for the people, it’s good for their teams, it’s good for their families, it’s good for the community, it’s good for the workplace.” - Dr. Kathy Pike“Mental health and wellbeing and focusing on these issues in the workplace, you have to continuously demonstrate that it matters. You have to prove and continue to promote buy-in within the organizations. So you need to be able to demonstrate that what you’re doing is having an impact on what you’re aiming to impact.” - Dr. Kathy Pike“Emotional intelligence is all about knowing how to navigate our emotions and the emotions of the people we interact with. Whilst emotional inclusion on the other hand, puts emotional intelligence into action.” - Mollie Rogers Jean De Dieu“Inclusion is a verb and being inclusive of each other’s emotional realm, as you and I are so aligned with, is something that we need to do.” - Mollie Rogers Jean De Dieu“Nothing will replace who we are as human beings but how AI can bring in additional insights and broaden our perspectives based on the humanity that resides within all of us is going to be fascinating.” - Mollie Rogers Jean De Dieu“Emotional intelligence versus emotional inclusion, it’s one thing for leaders to know, it’s another for leaders to do. And leaders are really building capacity around mental health and wellbeing at the most progressive organizations.” - Dr. Kathy Pike Stay connected:Dr. Kathy PikeLinkedInhttps://www.linkedin.com/in/kathleenmpike/Mental Health at Work Indexhttps://mentalhealthindex.org/ Emotional inclusionhttps://www.emotionalinclusion.com/https://www.instagram.com/emotional_inclusion/https://www.linkedin.com/company/emotional-inclusion/

In this episode, Mollie Jean De Dieu, the founder of Emotional Inclusion, offers us a glimpse into her latest book, "Emotional Inclusion: A Humanizing Revolution at Work". She recounts real-life workplace stories that illustrate the challenges people face and how fostering emotional inclusion can lead to improvements in the workplace for everyone.Insights from this episode:Stigma in the workplaceEffects of workplace experience on performanceFears and struggles from expectationsAnxiety in work influencing personal lifePressure from societal normsImportance of seeking helpPower of authenticity and vulnerabilityQuotes from the show:“Emotional inclusion invites others to look into our humanness. Being emotionally inclusive means being emotionally and mutually accepting of one another.”“The mind-body connection is undeniable when it comes to discussing mental health or emotional wellness holistically.”“There is an urgency to look at stigma as a gateway to creating emotionally inclusive workplace cultures.”“Emotional inclusion invites us to change the core of our discriminating attitude and false assumptions when labeling each other's humanity.”“There is no question that emotionally inclusive companies communicate tools and strategies to address and spot anxiety, depression, stress, and mental illness overall.”“The stigma of mental illness is one of the top reasons that people do not receive care.”“Emotional inclusion puts emotional intelligence into action in a medicalized, confidential, and purpose driven way.”“Whichever way we choose to tackle emotional inclusion, the pull is just greater than us at this stage.”“Emotional inclusion calls for the dialogue to be deepened, and the stigma to be weakened.”Stay connected:Emotional inclusionhttps://www.emotionalinclusion.com/https://www.instagram.com/emotional_inclusion/https://www.linkedin.com/company/emotional-inclusion/Get your copy of the book:https://amzn.to/402BNgj"Emotional Inclusion: A Humanizing Revolution at Work" is published by Penguin Random House

Deborah YehDeborah Yeh is the Global Chief Purpose Officer for Sephora. In this newly created global role,Deborah works across all teams to define Sephora’s Purpose and the resulting sustainabilityand social impact priorities. Since joining Sephora in 2012, she has been instrumental inbuilding Sephora’s reputation with a strong sense of purpose, and she is passionate aboutbringing Sephora’s values to life in a meaningful and authentic way for all stakeholders.Recognized for her steadfast and fearless leadership across notable industry awards such asBusiness Insider’s Most Innovative CMOs and Gold House’s A100 for her work in the AsianAmerican community, Deborah has helped transform Sephora into an inspiring, inclusive andeducational beauty destination. In 2019, Deborah led the launch of Sephora America’s award-winning “We Belong to Something Beautiful” brand campaign, and she has demonstratedrelentless commitment to actions in favor of greater diversity and equity in beauty, includingSephora’s first-of-its-kind national Racial Bias in Retail Study, which was designed to measurethe issue of racially biased experiences in U.S. retail and identify solutions to end unfairtreatments.Prior to joining Sephora, Deborah led marketing strategy and planning for leading brands andretailers, most notably for Old Navy and Target, and she currently sits on the board of L.L.Bean. Deborah attended Harvard University, majoring in Psychology. She currently lives inParis with her husband, two children and two cats.Insights from this episode:Company purpose & Personal purposeOrganizational and employee wellnessChallenges in the retail industryWellness and mental health through a medical lensMedicalized care and safety and emotional attentionEmpathetic and great leadershipCulture of care and belongingQuotes from the show:“Our best assets in almost every company are the intellect and passion of our employees.” - Deborah Yeh“I think if we could nurture these bonds on a more authentic platform, surely enough our companies would truly benefit from it on a macro scale.” - Mollie Jean De Dieu“Emotional inclusion is such a powerful accelerant to more fulfilling and productive relationships including in the workplace.” - Deborah Yeh“Inclusion is an action.” - Mollie Jean De Dieu“Belonging is actually a powerful unlock because that is where you get the feelings. That is where you get the feeling of connectedness. That connectedness is anchored in support and acceptance in psychological safety that comes from belonging.” - Deborah Yeh“There can be no connection and thus belonging if there is no emotional inclusion or psychological safety.” - Mollie Jean De Dieu“A full practice has to think about belonging and has to be thinking about emotional inclusion.” - Deborah Yeh“What you’re challenging us to do is to think about a broader set of forces that we can bring into our practices as leaders. Forces like caring, empathy, support, motivation. All these things are really powerful forms of fuel as a leader to open up and enable others to be successful.” - Deborah Yeh“When you open up to the world, the world opens up to you.” - Deborah Yeh“What I think is so powerful about the concept of emotional inclusion is that it reinvigorates the power of the individual to make a difference.” - Deborah Yeh“We’re all born leaders, paving the way for a better future for all and hopefully a better now for everyone.” - Mollie Jean De Dieu“I think it's very illuminating and freeing to admit that there is no uncomfortableness in admitting our pain and our humanity in the workplace.” - Mollie Jean De DieuStay connected:Deborah YehLinkedInhttps://www.linkedin.com/in/deborahyeh/ Emotional inclusionhttps://www.emotionalinclusion.com/https://www.instagram.com/emotional_inclusion/https://www.linkedin.com/company/emotional-inclusion/

Hortense Le GentilHortense is a global executive leadership coach and the author of the widely applauded “Aligned: Connecting Your True Self with the Leader You’re Meant to Be.” She works with CEOs and other senior executives around the world to help them lead with authenticity and close the gap between the leader they are and the leader they want to be. She is a certified Marshall Goldsmith Stakeholder Centered™ coach and part of MG100 Coaches. Hortense’s executive coaching is informed by her 30 years in business, working across a number of industries—including media consulting, advertising, and entrepreneurship. She has been working on and delivering executive leadership programs at various Fortune 500 companies and for CEO Perspectives. She is ranked #5 on the Global Gurus list by World Management Global Gurus and was a 2021 nominee of the Thinkers 50 Coaching and Mentoring Awards. She is a contributor to Harvard Business Review and ThriveGlobal.com. Her thought-leadership has been featured in Forbes, Fast Company, Inc. and Business Insider.Insights from this episode:Workplace cultural differences Being aligned and connected with oneselfDifferent roles as a leaderFears within the workplaceLimitations and mind trapsImproving connection with your teamLeadership vs ManagementQuotes from the show:“How you can get aligned is to take the time to reflect, and to think about what is important for you; what drives you, what gives you energy, how you want to be remembered as a leader.” - Hortense Le Gentil“We have gained the awareness that breathing more humanity within our workplace is direly needed, and that has of course shifted how leaders themselves lead as a consequence.” - Mollie Jean De Dieu“The concept of alignment and unlocking yourself is really to free yourself from what’s holding you back to be who you are and the leader you really can be.” - Hortense Le Gentil“Emotions are really the gateway to each other’s humanness in so many ways.” - Mollie Jean De Dieu“In fact emotion, empathy, it’s really the way to connect with people.” - Hortense Le Gentil“Showcasing our humanness, our emotional realms if you will, doesn’t mean being on full display talking about and verbalizing every single emotion. But it’s about showing up as our true authentic selves and saying “It’s okay to be human. It’s safe to be human.” - Mollie Jean De Dieu“Everything begins with you. With your emotions, with who you are, who you want to be, how you want to show up, how you want to be remembered.” - Hortense Le Gentil Stay connected:Hortense Le Gentilhttps://hortenselegentil.com/ Emotional inclusionhttps://www.emotionalinclusion.com/https://www.instagram.com/emotional_inclusion/https://www.linkedin.com/company/emotional-inclusion/

Lyn LeeLynn is the first global Asian female Chief Diversity, Equity and Inclusion officer to execute her job out of Asia for Shell. In terms of DE&I, Shell has a bold goal to become one of the most diverse and inclusive organizations in the world. With 20 years and counting at Shell, Lyn champions the DE&I priorities, focusing very much on accelerating the progress of gender balance in senior leadership and stem roles, ethnicity and local national representation.Lyn is passionate and committed to driving workplace inclusion of people with disabilities, LGBTQIA+, and promoting care and destigmatizing mental illness. She represents Shell as a company which embraces a diverse global workforce to build a strong culture of inclusion, respect and high performance.Insights from this episode:DE&IDifferentiation of Emotional Inclusion and Psychological SafetyStories and human connectionMental Illness and seeking professional helpRespect and empathyEmotionally inclusive leadershipMental health illnesses and medical care and treatmentLeadership tipsShell’s “I’m Not OK” initiative (to promote open and honest conversations about mental health)Quotes from the show:“Inclusion, I think for me it’s really feeling that you are part of that ecosystem, that when I go to work I know that I will be supported. It’s about knowing that I’ll be valued for my contributions and that I’ll be valued for the person that I am. So when I go to work I feel safe. And being able to be myself, I can thrive.” - Lyn Lee“Emotional inclusion for me would mean that no matter who I am that day, whether I'm having a good or bad time, that I can feel almost that the people that I work with have my back.” - Lyn Lee“Psychological safety is really being in an arena that allows you to be safe whilst Emotional inclusion really is about the ability to bring your full self at work with the emotionality component that we all have ingrained within all of us.” - Mollie Jean De Dieu“All of us have a story and when we share that, we connect people because we all have at some fundamental level, we all need that connection; the ability to hear other people’s stories so that it gives us a voice as well to tell our stories.” - Lyn Lee“People really need to hear that navigating or going through difficulty is not an end-all and be-all and that we can survive it all, and we can also still be able to have a career.” - Mollie Jean De Dieu“You have all these vented emotions that you are carrying, worries that you are carrying, and all of these add to an emotional burden and that burden is heavy. It’s heavy unless you share it, unless someone is able to give you feedback. And that’s actually what’s needed in a major crisis like that in terms of dealing with mental health challenges.” - Lyn Lee“Company leadership plays such an important role in creating an environment where employees have the chance to take time off to care for themselves and where worker well-being is really emphasized.” - Mollie Jean De Dieu“For companies to truly put mental health at the centerfold of their agendas, really understanding the full scope of our employees’ humanity both the physical and the mental,  and really looking at insurances too or allocated budget, to care for our employees mental welfare because as we know mind and body are so interconnected.” - Mollie Jean De Dieu“The first thing that is the most difficult is having the ability to talk about this [mental health]. This is the most important. This is the start to recovery, the start to being better, the start to gaining back yourself.” - Lyn LeeStay connected:Lyn Leehttps://www.linkedin.com/in/lyn-lee-981ba03/ Emotional inclusionhttps://www.emotionalinclusion.com/https://www.instagram.com/emotional_inclusion/https://www.linkedin.com/company/emotional-inclusion/

Gordon WatsonHe is the CEO for AXA Asia, an experienced and energetic leader with a strong track record of delivering results. He is also a member of the group’s management committee. Gordon’s career in the insurance industry spans more than 30 years, including as regional CEO for AIA, as well as leading the group’s corporate solutions, partnership distribution, and AIA Vitality businesses from 2011 to 2017; he was also regional president for AIG Life in Japan and Korea from 2008 to 2010. He has held many key senior roles based out of London, New York, Nairobi, Dubai, Tokyo, Seoul, and Hong Kong. Gordon holds an MBA from the University of Hull in the UK and is a fellow of the UK’s Chartered Insurance Institute and the Society of Marketing. He is also the founding chair of Shared Value Project (SVP) in Hong Kong, where he works with private companies to tackle social issues.Insights from this episode:Mental health visibilityEthisphere Institute & One MindMental health Index of best practices for companies’ self assessmentCreating mental health culture in companiesLeaders’ role and responsibility in mental health company practicesSustainability of mental health practices in companiesInclusion of mental health in InsurancesQuotes from the show:“Each person, to be all you can be in a company needs to come in, needs to bring the best of themselves to work and be able to thrive there.” - Gordon Watson“For me as a CEO, we want high performance, but people need to come in and they need to feel comfortable that they can thrive.” - Gordon Watson“If you really get mental health culture right, it should be robust and strong enough for everyone.” - Gordon Watson“How can we create an overall robust mental health culture that really allows employees to bring the best of themselves to work everyday no matter who they are and really have a meritocracy and a team that supports each other?” - Gordon Watson“We really have the moral obligation to look beyond and exercise deep awareness in that realm because a lot can be hidden behind a smile.” - Mollie Jean De Dieu“Emotional inclusion, it’s really all about the doing because inclusion is an action.” - Mollie Jean De Dieu“There is such a stigma behind mental health but we need to be walking our talk in making ripples of change and allowing there to be a work landscape for the generations to come where they can truly bring their full selves at work.” - Mollie Jean De Dieu“Unless we see employee mental well-being through a medical lens, it cannot be sustainable.” - Mollie Jean De Dieu“If you look after the mental health of your employees it’s going to affect your business in a very positive way; morale, engagement, etc.” - Gordon WatsonStay connected:Gordon Watsonhttps://www.linkedin.com/in/gordontwatson/Emotional inclusionhttps://www.emotionalinclusion.com/https://www.instagram.com/emotional_inclusion/https://www.linkedin.com/company/emotional-inclusion/

Amy EdmondsonAmy is the Novartis Professor of Leadership and Management at the Harvard Business School, a chair established to support the study of human interactions that lead to the creation of successful enterprises. Best known for her groundbreaking work on psychological safety in the workplace, Amy has written a fantastic book called “The Fearless Organization, creating psychological safety in the workplace for learning, innovation and growth.” She is the author of seven books in total and more than 75 articles and case studies. Amy has been named in 2021, The #1 Management thinker in the World by Thinkers50 for her pioneering ideas on psychological safety in the workplace and transforming how companies operate, innovate and collaborate. She was also named the Most Influential International Thinker in Human Resources by HR Magazine in 2019.Insights from this episode:Psychological safetySpeaking up and being heardCultural differences in workplace dynamicsPurpose and fulfillment in workSpectrum of Mental Health illnessesValue creationCuriosity, Humility, and EmpathyQuotes from the show:“It’s great to have psychological safety and feel like you can speak up, but it matters even more if you feel like someone’s listening.” - Amy Edmondson“Healthy organization of the future would be one where the purpose is front and center is people’s minds, where the culture is healthy, inclusive.” - Amy Edmondson“We all want to be a part of something larger than ourselves.” - Amy Edmondson“The first thing that companies need to do is truly differentiate and help identify  people who are having medical mental health challenges and get them the help they need. Nothing could be more important than that. “ - Amy Edmondson“Psychological safety is simply permission for candor.” - Amy Edmondson“Curiosity is the twin sister of humility.” - Amy Edmondson“Emotional inclusion is really a calling on companies to seriously invest in the mental health of their employees inside their organization, and really through a medical lens to see sustainable results because that’s effectively what we’re all after.” - Mollie Jean De Dieu“Make sure that our employees feel valued and cared for, and that they have a sense of meaning within their organizations.” - Mollie Jean De DieuStay connected:Amy EdmondsonLinkedInhttps://www.linkedin.com/in/amedmondson/Emotional inclusionhttps://www.emotionalinclusion.com/https://www.instagram.com/emotional_inclusion/https://www.linkedin.com/company/emotional-inclusion/

Darren BurnsPresident of Golin Asia, Darren is a seasoned regional communications leader who has spent over two decades leading agencies in Taipei and Shanghai before relocating to Singapore in early 2019. His proven track record on evolving and implementing world class client service that drives real impact is unequivocal. Darren is also a lecturer, a speaker and a fellow podcaster. Jane Morganis the Managing Director at Golin / Head of Client Services APAC. Jane joined Golin at HK in 2016 after senior roles at Ketchum and Edelman. Her record as an innovator in the region around talent, DEI and mental health, and her ability to create high performing teams is undeniable. Jane is passionate, driven, kind and always such a joy to speak to in our sharing of the mission.Insights from this episode:Diversity, Equity, and InclusionIdentifying and accepting mental health strugglesAsia for Asia - local level supportTherapist support in the companyLeaders creating an environment allowing vulnerability and opennessNormalizing mental health discussionsMental health spectrumCovid as an accelerant for mental health importance and discussionQuotes from the show:“Go all in.” - Golin“Fix it before it breaks.” - Golin“Listen first, act, test and learn, and move things forward because together we can really create change and it has to be driven from the top.” - Darren BurnsHealthy emotions play a fundamental and participatory role in success and actually failing to recognize this is not just stigma, but it’s denial.” - Mollie Jean De Dieu“The moment you start to act then the trust builds. Then you’ll find that people will open up and will start speaking a little bit more openly because they trust that you're listening to them and making the changes that they require.” - Jane Morgan5 things to humanize the workplace: ListenAct Show your human side Make the phrase “it’s always been done that way” outlawedBe agile with your decision making and constantly evolveJane Morgan“Having this open discussion, collaboration, but led from the top with bottom up feedback, has definitely been a game changer for us.” - Darren Burns“It’s life saving, and it’s life changing in so many ways to have that one person listen to you and what you have to say.” - Mollie Jean De Dieu“We take care of our people, and that essentially takes care of the business.” Mollie Jean De DieuStay connected:GolinLinkedinhttps://www.linkedin.com/company/golin/Darren BurnsLinkedinhttps://www.linkedin.com/in/darren-burns-21a08a4/Jane MorganLinkedinhttps://www.linkedin.com/in/janemorgan01/Emotional inclusionhttps://www.emotionalinclusion.com/https://www.instagram.com/emotional_inclusion/

Chester Eltonhas spent 2 decades helping clients engage their employees and organizational strategy, vision, and values. In his inspiring and always entertaining talks, Chester provides real solutions for leaders looking to build culture, manage change, and drive innovation. Chester is the co-founder of The Culture Works, a global training company, and author of multiple award-winning, number 1 New York Times, USA today, and Wall Street Journal best-sellers; which have been translated into 30 languages and sold more than 1.5 million copies. These books are: “All In: How the Best Managers Create a Culture of Belief and Drive Big Results”, “The Carrot Principle: How the Best Managers Use Recognition to Engage Their Employees, Retain Talent, and Drive Performance”, “The Best Team Wins: The New Science of High Performance”, and his latest book, “Anxiety at Work: 8 Strategies to Help Teams Build Resilience, Handle Uncertainty, and Get Stuff Done”.His books have been called “fascinating” by Fortune magazine, and “creative and refreshing” by The New York Times. Chester has appeared on NBC’s Today Show, CBS News’ 60 Minutes, and is often quoted in Fast Company, Newsweek, and The Wall Street Journal. In 2020, Global Guru’s research organization ranked Chester #4 amongst the world’s top leadership experts, and #2 amongst the world’s top organizational culture experts. He recently ranked #9 in the top 200 biggest voices in leadership to watch for in 2022.Insights from this episode:Duck SyndromeWorkplace anxietyMental health issues increase in younger generationHealthy workplace communication languageTrust and emotional safety in leaders and the workplaceImportance of making it safe to make mistakes, failures, and asking for helpWorker overload and burnout vs job securitySympathy vs EmpathyGratitudeQuotes from the show:“There is only one attribute to a leader that matters, and that is - empathy. If you are not empathetic, if people don’t believe that you care about them, none of the other stuff matters.”“Even in the hard times, there are things we can be grateful for. Change that mindset, reduce your anxiety. ““The 8th strategy is gratitude. Treat yourself and treat those around you with a little bit of gratitude - it lifts them up, and it lifts you up.”“Gratitude is an extremely effective way to lead your teams in business. If you lead with gratitude, you’ll have more engaged, happier employees. If you’re happy at work, you’ll be 150% more likely to be happy in your personal life. ““We’ve got responsibilities as leaders to send our people home happy, virtually or physically. It’s a great way to lead. It’s a great way to run a business. It’s an even better way to just live. “ “Trust me on this one. That when you live a life of gratitude, you’re more relaxed, you’re more aware, you’re a better support to your spouse, your partner, your kids, your family, your community. ““When you put gratitude at the center of your life, it’s just a better way to live.”“The bravest thing you can do is ask for help.”“Having anxiety is a normal human behavior for us all to have and it’s okay to normalize it and to not to frown upon it in this flawless corporate landscape today.”Stay connected:Chester EltonLinkedinhttps://www.linkedin.com/in/chesterelton/The Culture Workshttps://thecultureworks.com/Podcast: Anxiety at Work with Adrian Gostick & Chester Eltonhttps://apple.co/3H5tqoVEmotional inclusionhttps://www.emotionalinclusion.com/https://www.instagram.com/emotional_inclusion/

Insights from this episode:What we learned from the past 2 yearsMental health programsChanging working conditionsGlobal health systemsMental health resources in companiesQuotes from the show:“The bottom line here is: employee mental health is and will continue to be the nucleus to building healthy work environments.”“Emotional expression should not be a bias in hindering positive office culture.”“There is no health without mental health.”“Yes, vision is easy but execution takes work and that’s exactly what we set out to do at Emotional inclusion.”Stay connected:Emotional inclusionhttps://www.emotionalinclusion.com/https://www.instagram.com/emotional_inclusion/