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Tara Cousineau, PhD

Clinical Psychologist, Kindness Warrior

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Lead with Love

August 1, 2019 by Tara Cousineau Leave a Comment

There’s a funny thing that happens when you start walking the kindness talk.  People seem to crave it. Recently, I’ve been asked to speak at various companies and organizations — from accounting companies to human services, from high net worth investment firms to public schools.  What’s the common denominator? I’d like to think this trend is about how we each can be more of the human we want to be: caring, wholehearted and generous. That’s part of it, of course. That’s the bright side of such a talk. But underneath is a deep need to understand what gets in the way. That’s the shadow side. 

We need to become friends with the shadow side. 

This is easier than you might think. The dark side of corporate culture reveals itself in the face of fear and threat — meeting deadlines, KPIs, profits, career advancement, and all the usual suspects that arise when real or imagined survival is at stake — at the expense of human connection and compassion. 

The paradox at the heart of this matter is that it’s okay to be competitive AND cooperative at the same time.  It’s more than okay. It’s necessary. It requires awareness in how humans respond to the world, through three emotion motivational systems espoused by the British compassion researcher and psychologist Paul Gilbert. I wrote about it in The Kindness Cure in chapter 10 (Emotional Paradox).

The paradoxes you can experience in your own mind are clashes between the “old brain/mind” and the “new brain/mind.” Your “old brain/mind” is the “base model” of human emotional regulation and hasn’t changed much over millennia. Its job is to serve your basic survival instincts as soon as possible and to seek out pleasure and comfort. It is speedy and reactive. The three main emotion regulation systems operating within it are:

• A threat and self-protection system (red) that senses threats quickly and activates the fight- flight-freeze- faint response in your limbic system. This is like your home surveillance system.

• An incentive and resource-seeking system (blue) that propels you to seek pleasure, consume, play, strive/achieve, and mate. It’s like an Energizer Bunny scurrying about, looking for fun or success in life.

•  A soothing and contentment system (green) that seeks balance, rest, and connection, and is strongly linked to affection, bonding, caregiving, kindness, and compassion. This is the calm and connect system, and it is a bit slower to come online, but when it does, it gives you a sense of overall wellbeing—like a baby’s snuggly or a rocking chair.

Your “new brain/mind” developed later in human evolution. It’s really smart. The newer model is more complex and allows you to work things through, compare, contemplate, mull things over, create, innovate, imagine, seek knowledge, strive for goals, and develop an identity. This allows for quick learning, exchanging information from among groups, and passing on these adaptive genes to future generations. Importantly, this sophisticated upgrade allows you to be aware that you exist and have a sense of self. Thanks to your “new brain/mind,” you can be aware of your awareness, unlike any other animal, and observe your own mind. This is, of course, both a blessing and a curse.

When your “new brain/mind” is pulled by the fears and passions of the “old brain/mind,” you can get stuck in unkind behaviors (toward yourself or others). This is the unfortunate bug in the system, so to speak.

Workplace Woes, Compassionate Action

This came up in a recent conversation. I was a guest on a podcast summit created by Mari-Lyn Harris, founder of Heart@Work, who I met via Linked In through what I call kindness spotters.  (We kindness warriors just find each other.)

Mari-Lyn has been figuring out ways to share the news about leading with kindness, to assist leaders in cultivating better productivity, profits and a happier workplace culture. She created a Virtual Kindness Conference and you can watch it (it’s free). The interviews include short and sweet conversations with experts about workplace culture. You can watch the interviews at Heart@Work or on YouTube.  I talk about befriending the inner critic at work and gathering positivity allies to counteract the negativity that even one nasty person can evoke. It takes commitment.  Of course, it helps when leadership/management adopts and embodies the values of caring and compassion as integral to company goals, even if you are selling widgets or crunching numbers. You might enjoy the series and have something you would like to offer to an ongoing conversation on kind leadership.

Here’s to growing a kind mind.


21 Days of Kindfulness: Get daily notes to your inbox for just three weeks — which is about the time it takes for a new habit to take root. I invite you to kickstart kindness in your life and share with a friend. It’s free. 

A Little Deck of Kindfulness: The card deck is here! (See the sample image above). Cultivate more kindness and compassion for oneself and for others. Order now! (in continental USA).


Filed Under: Balance, Compassion, Courage, Inspirations Tagged With: brain, compassion, competition, culture, emotion regulation, leadership, love, productivity, resilience, wellness, workplace

Kinder Workplaces? A Hard Sell (But Better for the Bottom Line)

May 22, 2018 by Tara Cousineau Leave a Comment

Truth be told, kindness is a good prescription for a life well lived. Kind actions and a compassionate attitude bode well for both physical and mental health. And let’s face it:  We might try to be kinder than we think we are — especially at work.

Why? For one, according the Global Happiness Policy Report 2018, the majority of people are miserable at their jobs even if they say they’re happy to have one. Two, we spend over 30% of our lives working. Might as well try to enjoy it, right? Third, when we behave in kind ways, the positivity that arises spreads to others. It’s just like that old 1970s bumper sticker: Kindness is contagious.

Yet, the topic of  kindness can be a non-starter for most businesses and HR executives. Many organizations operate on the principles for survival, namely finding self-serving ways to get ahead and stay ahead.  In spite of the billions spent in workplace wellness and leadership training, something isn’t sticking very well. It may be that we’ve been conditioned by entrenched beliefs that it’s a dog-eat-dog world. We don’t truly recognize that thriving, instead of surviving, is the key to success. Charles Darwin, after all, observed that we have a stronger instinct for caring and cooperation than for trampling over one another. It just didn’t make the headlines. Thriving means taking care of each other by focusing on wellbeing and cultivating resilience in our relationships — whether in family, at work, or in the greater community. After all that’s how the human species continues to survive.

We’ve just got things a bit mixed up in our heads.

For the skeptic out there, here’s a workplace study that was conducted at Coca Cola Iberia in Madrid, Spain. The researchers randomly assigned over 100 employees into three different groups and the employees weren’t aware of their assignment to the groups or the true purpose of the study. The employees were assigned to be Givers, Receivers, or be in a Control (people who don’t do anything).

The Givers practiced five acts of ordinary kindness a day from a specific list ideas of kind gestures (see below). This was not about flowers, balloons and cake. The Givers could choose when to do the kind acts, and for whom from a list of fellow employees assigned (unbeknownst to them) as Receivers. The Givers did this for four weeks.  Examples of the kind activities included:

  • Bringing someone a beverage
  • Cheering up a coworker who seems to be having a bad day
  • Speaking up on the behalf of another
  • Emailing a thank you note

The people in the Receiver or Control groups were not asked to do anything at all during the course of the study. It was just work as usual for them. All three groups filled out surveys before and after and two months later.

Here’s what the researchers found: Givers and Receivers mutually benefited in well-being in both the short- and long-term. They showed improvements on weekly measures of feelings of competence and autonomy, for example, acting in alignment with core values. Receivers remained happier a full month after the study and Givers became less depressed and more satisfied with their lives and jobs. They also noticed the changes in workplace. Givers’ prosocial acts inspired others to act: Receivers paid their acts of kindness forward with 278% more prosocial behaviors than Controls. That’s right, just like that ‘ol bumper sticker said so.  Surely, this is a prescription for happier workers and workplaces.

Why does this matter?  The most common contributors to low job satisfaction and causes for absenteeism include but are not limited to: bullying and harassment, burnout, stress and low morale, stress of childcare and eldercare, depression, disengagement, illness, and not surprisingly, looking for another job.  I will never forget when I was a psychology intern and was told to forge medical documentation that previous staff had failed to sign. An accreditation was at risk. I refused. My supervisor reprimanded me, “Don’t you know? Shit flows downhill.” I stood my ground and almost left the profession before I barely got started. Later I learned his wife had stage 4 cancer. He was desperate. But still.

Consider that kindness, a prosocial skill that needs to be practiced in order to grow, is about connecting with other people in genuine and transparent ways. Yes, most of us are caring and want the best for others. But life poses daily challenges and we can be easily distracted. So we have to put in the effort. All the co-opted leadership buzz words of today apply: compassion, grit, emotional intelligence, empathy, mindfulness and wisdom. Yet, practicing these skills at work is another matter entirely. 

Moreover, there is a multiplier effect when you do try. Your kind and caring action and the corresponding upswell of positive emotions will spread,  influencing at least three other people like a happy virus.  It’s likely that each of those three people will positively influence others in their social circles. A little kind intention can go a long way. It’s not all that different from raising well adjusted kids, which of course, takes time. It requires courage, consistency, calm, and true connection — no matter the successes and failures along the way. That’s the caring advantage. It flows uphill. If we can’t model such genuine attention to the people we work with every day it will be hard to expect retention, innovation and longevity. 

Survive or thrive. What would you rather do?

*

A version of this article originally appeared on the Whil blog: http://blog.whil.com/make-work-virtuous-viral.

My new book is “The Kindness Cure: How the Science of Compassion Can Heal Your Heart and Your World.” Drawing on research in psychology and neuroscience, this book will help teach you the benefits of practicing kindness from the inside out. Check it out today! https://www.taracousineau.com/book/

@taracousphd

Photo Credit:

Johnson Wang

Nathan Dumlao

Filed Under: Balance, Courage, Empathy, friendships, Kindness, Work Tagged With: compassion, kindness, wellness, workplace

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