Author: cloudaffinity

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How Organizational Culture Impacts Employee Burnout

I wanted to share a book recommendation that may resonate: The Truth About Burnout. This book takes a deep dive into burnout, a topic that I’ve personally revisited after some challenging experiences over the past 18 months. Having worked in demanding environments for nearly three decades, I’ve had my share of burnout and chronic stress.

Reflecting on my recent experience with a major tech company, I observed a persistent narrative: employees are encouraged to constantly build resilience and “manage” their mental health, while the organization sidesteps responsibility for the environment they’ve created. The effects of such an approach were amplified by the isolation of the COVID-19 era, which heightened anxiety and depression across the board.

Remote work brought its own set of challenges, with blurred boundaries between personal and professional life, reduced social interactions, and limited workplace integration. While opinions on remote work vary, it’s undeniable that organizations have increasingly pushed the responsibility for mental well-being onto employees, rather than addressing structural or environmental contributors to burnout.

Though many companies offer internal mental health programs, these often serve more as a form of corporate self-protection than genuine support. They’re quick to propose solutions like exercise, mindfulness, or meditation, overlooking the complexities of ongoing stress and relentless pressures. These solutions can feel simplistic when genuine peace is hard to find.

Managers, often underprepared, are not always able to recognize or appropriately address signs of burnout. In some cases, they may even overlook these signs in the interest of organizational priorities. The emphasis, unfortunately, is often placed on what is “wrong” with the employee, sidestepping the role that a high-stress environment plays in mental health challenges.

Ultimately, employees may be left feeling that they’re somehow at fault for struggling under these conditions, when in reality, they are facing structures designed to prioritize productivity over well-being. It’s time we acknowledge that burnout isn’t just an individual challenge but a systemic issue—one that organizations must take accountability for if we’re to create healthier, more sustainable workplaces.

Book Summary

Key Themes:

  1. Definition and Causes of Burnout:
    • The authors define burnout through three main symptoms: emotional exhaustion, depersonalization (or cynicism), and a reduced sense of accomplishment. Rather than blaming employees’ personal shortcomings, they argue that mismatches between individuals and their work environments are primarily responsible for these symptoms.
    • Six core areas can lead to burnout when misaligned: workload, control, reward, community, fairness, and values. For example, overwhelming workloads, lack of autonomy, or value conflicts can lead to chronic stress.
  2. Organizational Culture and Management Practices:
    • Organizational structures and cultures play a critical role in burnout. Companies that prioritize profit over employee well-being or fail to foster supportive cultures are often breeding grounds for burnout.
    • The book suggests that “toxic” workplace practices (e.g., micromanagement, poor communication, and lack of recognition) undermine employees’ motivation and well-being, leading to increased burnout and reduced job performance.
  3. Impact of Burnout:
    • Burnout has consequences not only for employees but also for organizations. Employees experiencing burnout are more likely to disengage, become less productive, and, eventually, leave their jobs. This has economic repercussions for organizations due to increased turnover and decreased productivity.
  4. Solutions for Individuals and Organizations:
    • For Organizations: Leaders and managers should work on aligning the six burnout drivers (workload, control, reward, community, fairness, and values) to create a healthy work environment. This includes policies that encourage work-life balance, provide recognition and rewards, promote fairness, and ensure alignment between employee values and company goals.
    • For Individuals: The authors also offer strategies for employees to manage their own burnout risks, such as setting personal boundaries, seeking support networks, and working to foster a sense of purpose and personal alignment with their roles.
  5. Reimagining the Workplace:
    • Maslach and Leiter propose a shift toward a more human-centered organizational approach, where employee well-being is integral to workplace success. They argue for management practices that emphasize collaboration, fairness, and mutual respect, which they suggest are more effective than short-term, profit-driven strategies.

Conclusion:

In The Truth About Burnout, Maslach and Leiter argue that real change requires organizational commitment to employee welfare. Burnout is framed not as an individual issue, but as a predictable consequence of poor organizational practices and cultural misalignments. The book is a call for a rethinking of workplace culture to prevent burnout and promote a sustainable, supportive environment for employees.

By addressing burnout as a systemic issue, the book advocates for broader solutions aimed at transforming the workplace into a more balanced, engaging, and fair space.

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Capitalism and Mental Health

Over the last 3 years, I have observed a disconcerting truth has steadily unveiled itself before my eyes – the profound toll the corporate environment exacts on people’s mental health. The ever-increasing frequency of absences and unmistakable signs of burnout pervade the atmosphere, yet acknowledgment remains elusive.

As the corporate vision charges forward relentlessly, driven by long hours, stress, and a lack of adequate support and training strategies, casualties seem inevitable. It is ironic that corporate wellbeing platforms are readily offered to employees, attempting to mask the impact of the very environment responsible for compromising their mental wellbeing.

This revelation has sparked a pressing need to confront the underlying issues head-on.

As I delved into the realms of research, an intriguing nexus between capitalism and mental health emerged, beckoning me to re-examine the intricate dynamics at play. As the exploration deepened, another formidable player made its presence known – manipulation. Together, these forces intertwine, shaping our emotional well-being in ways we may not have fully realized.

Books

Sedated: How Modern Capitalism Created our Mental Health Crisis

James Davies

Free your Mind

Laura Dodsworth and Patrick Fagan

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Book – Don’t You Know Who I Am?”: How to Stay Sane in an Era of Narcissism, Entitlement, and Incivility key takeaways

Here are some key takeaways from the book:

  1. Narcissism is on the rise: Narcissism is a personality disorder that is characterized by a grandiose sense of self-importance, a lack of empathy for others, and a need for admiration. According to the author, narcissism is becoming more prevalent in modern society, in part due to the rise of social media and celebrity culture.

  2. Narcissism can be harmful: Narcissistic individuals often prioritize their own needs and desires over those of others, which can lead to destructive behavior and negative consequences for themselves and those around them.

  3. Narcissistic individuals often display entitlement: Narcissistic individuals often believe that they are entitled to special treatment, privileges, and attention. This sense of entitlement can lead to rude and demanding behavior.

  4. It’s important to set boundaries: The author emphasizes the importance of setting clear boundaries with narcissistic individuals. This can involve saying “no” to unreasonable requests, refusing to engage in arguments or debates, and prioritizing your own needs and well-being.

  5. Self-care is crucial: Dealing with narcissistic individuals can be emotionally draining, so it’s important to prioritize self-care. This can involve engaging in activities that bring you joy, seeking support from friends and family, and practicing mindfulness and meditation.

  6. Don’t take it personally: Narcissistic individuals often engage in rude or dismissive behavior, but it’s important to remember that this is a reflection of their own issues, not a reflection of your worth as a person.

  7. Lead by example: The author suggests that we can combat narcissism and incivility by modeling kindness, empathy, and respect in our own behavior.

Overall, “Don’t You Know Who I Am?” provides valuable insights and practical advice for navigating the challenges of dealing with narcissism, entitlement, and incivility in modern society.

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Book: “The Myth of Normal” by Gabor Maté

“The Myth of Normal” is a book by Gabor Maté that challenges the concept of “normal” as it relates to human behavior and mental health. Here are some key takeaways from the book:

  1. There is no such thing as a “normal” human being: The author argues that the idea of a “normal” human being is a myth, as every individual is unique and experiences a wide range of emotions and behaviors throughout their life.

  2. Society’s definitions of normal can be harmful: When individuals don’t fit into society’s narrow definitions of normal, they can be stigmatized, ostracized, and even punished. This can lead to feelings of shame, isolation, and low self-esteem.

  3. Mental illness is not a personal failing: The author argues that mental illness is not a personal failing, but rather a result of complex interactions between genetics, environment, and life experiences.

  4. Trauma is a common factor in many mental illnesses: The author suggests that trauma, both physical and emotional, is a common factor in many mental illnesses, including addiction, depression, and anxiety.

  5. Compassion is key: The author emphasizes the importance of compassion, both for oneself and for others, in promoting mental health and well-being. Rather than judging and stigmatizing individuals who don’t fit into society’s narrow definitions of normal, we should strive to understand and support them.

  6. Authenticity is valuable: The author suggests that individuals who are true to themselves and their experiences, even if they don’t fit into society’s definitions of normal, are more likely to experience a sense of fulfillment and well-being than those who try to conform to societal expectations.

  7. The current mental health system is flawed: The author argues that the current mental health system is flawed, as it often focuses on treating symptoms rather than addressing underlying causes. He suggests that a more holistic approach, which considers the impact of trauma, environment, and social factors, is needed to promote true healing.

Overall, “The Myth of Normal” challenges the idea that there is a single “normal” way to be human and highlights the importance of compassion, authenticity, and a holistic approach to mental health.

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Book – Carl Rogers “Becoming a Person”

Key Takeaways

  1. Self-awareness is key to personal growth: Rogers believed that becoming self-aware was an essential component of personal growth. It involves understanding your thoughts, feelings, and behaviors, and how they impact your relationships and interactions with others.

  2. Empathy fosters connection: Rogers emphasized the importance of empathy, or the ability to understand and share the feelings of others. He believed that empathy was crucial for building strong connections with others and promoting healthy relationships.

  3. Authenticity is crucial: Rogers believed that being authentic and genuine was crucial for personal growth and developing fulfilling relationships. He believed that when individuals are honest and true to themselves, they are more likely to experience a sense of fulfillment and connection with others.

  4. Positive regard promotes growth: According to Rogers, providing positive regard, or empathetic acceptance and respect for others, is necessary for personal growth and healthy relationships. He believed that individuals who receive positive regard from others are more likely to feel accepted and valued, which in turn fosters personal growth and wellbeing.

  5. Trust the individual’s capacity for growth: Lastly, Rogers believed that individuals have an innate capacity for growth and self-direction. He believed that people have the ability to change and grow, and that individuals should be trusted to take ownership of their own personal growth and development.
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Charity Work – Giving Something Back

Over the last few years of becoming a coach, I am always looking at how to improve myself and put knowledge and skills into action and add some value to another person.

When I started my journey into the subject area of personal development it was never to profit from people’s problems but instead to embark on a new adventure, a new life stage and personal growth.

Unconsciously, I used to think that personal growth was simply just about being competent at my job, being more skilled and more knowledgeable than those around me. This was a competitive trait I harboured but it was with hindsight a very ignorant outlook on life in which I probably missed many other opportunities in life to succeed.

Since the pandemic life has seemingly become more complex, more people living in isolation, mental health issues on the rise with more support needed for people.

Volunteering work seemed to be the next natural progression in my development and see if I could contribute to the success or outcome of somebody else. My initial attempts to find the right volunteering work was difficult but after persevering I managed to take up an opportunity with SSAFA which offers support to UK military veterans.

As I had previously served as a soldier then I was more than aware of the challenges that lie ahead when you leave. As a 30 year old man leaving you feel invincible, ready to take on the world however this is no more than a false sense of security.

People leaving the military (or any organization) can suffer from a loss of identity and purpose. When making the transition from military to civilian life it can be very easy just to find yourself in the “next job” without setting time aside to decompress and shed your old skin.

Knowing and leveraging the right support when someone leaves the military is underrated, I sometimes wonder how things in my own life would of worked out differently had I been more aware of organizations like SSAFA.

Many people leaving the military can have many complex hurdles to overcome such as income, mental and physical health issues, relocation and relationship issues. When someone invests a significant period of their life to an organization leaving this behind and the people in it can be devastating.

SSAFA

I enlisted into SSAFA in 2021and I’ve been very impressed with the organization. It provides excellent support to help you become a mentor in their programme and you meet other mentors from all walks of life where you get hear of other peoples experiences.

Today I work and support people who are transitioning from the military and it is a very rewarding process

Coaching & Mentoring

As I have focused on these areas for sometime, it’s now very pleasing to be able to utilize these skills and knowledge in my volunteering work and see the benefits that mentee / coachee is receiving. Building the rapport with my mentee / coachee is key part of this process and after several sessions as the relationship develops the person starts to experience some level of transformation.

Sometimes just giving your time and listening to another person can be extremely empowering. It gives the person time and space away from what has been occurring up to the point of the meeting. They can come freely and discuss anything with me whilst only sharing what they feel they want to discuss without any judgement or pressure to find that light bulb moment

With a relaxed approached, set in the right environment and given the right support people feel empowered to explore their own thoughts, think forward, come up with solutions. The coach can stimulate this by holding up a mirror to the person and help them challenge their reality.

Final Thoughts

If you genuinely want to coach or mentor then make a difference to peoples lives volunteering is a good place to start. Like with anything in life, having skills and knowledge are only going to be useful if you can put them into practice.

Learning to be a coach in the classroom is a robotic process and although you can learn some of techniques, do coaching exercises doesn’t come close to work with people who have genuine challenges. The process of building coaching relationship takes commitment and time from both sides and over a period of time it can create outcomes.

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The subtle art of corporate behaviours

All organizations have a set of guiding principles and expected behaviours to adhere to in the workplace. Organization leaders are becoming obsessed with these expected behaviours and at times policing the workforce in a way that violates the rules and values of others.

There is always the need to find a balance between what is expected in the workplace and what is acceptable to the people that contribute every day to the success of the organization.

The problem with corporate behaviours is that far too many people eagerly accept them and never seek to stop and think about how this may be designed to influence and undermine their own rules and values. There are many people who seek to promote the corporate behaviours and values continually repeating the language in team meetings, one-to-ones and also social media.

Many people are repeating corporate narratives to appear more virtuous and righteous whilst seeing how it will allow them to climb the co

Human beings have the need for certainty and connection and will often meet these needs by conforming to corporate behaviours and standards even if it means violating their own values to meet these needs.

Many employees are so focused on conforming, through compliance, to fit in with the corporate eco system they do not stop to evaluate (at all) what they are being told and simply accept the company narrative and agenda.

Corporate standards and behaviours, through messages can target ‘Functional Theories’, one of these is known as ‘Adjustment Function’. This is where we all want to increase reward and pleasure and reduce the risk and impact of pain. We pick attitudes that direct our behaviours toward pleasure and away from pain

Corporate standards and behaviours induce an adjustment function to employees. For some employees they will conform to corporate standards and behaviours to an extreme because they associate more pleasure and feel psychologically safe. However, some employees will see this as a direct assault on their own values and beliefs and they will associate more pain to conforming to someone else’s standards and behaviours.

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Has Big Tech become too Big

Big Tech continues to have a huge influence on our lives, both personally and professionally and it is becoming increasingly problematic to know or have insights on our digital footprint and how this data is used and for what purpose.

Social media, web search, financial transactions all create a digital footprint

Today we have already seen how Big Tech can use data to try and influence politics, interfere with free speech and push its own agenda on may topics

Joe Rogan + Mark Zuckerberg
Cambridge Analytics

Before the pandemic, companies started to look at digital transformation to see how they could take advantage of the marketplace and become more competitive.

Start-up companies could take advantage of these new technologies and philosophy and disrupt the market and gain a competitive edge in a short period of time. This has had an an impact on economic, social and democratic impact.

Google, Facebook, Amazon – The rise of the mega-corporations | DW Documentary
Uber whistleblower

I myself, in 2017, found myself in a financial services company that was undergoing a digital transformation project which failed and caused that specific area of the business to fold.

In essence, this was not an IT failure, but years of neglect, corruption, coupled by an outdated business model and poor leadership

Today companies are moving at speed towards the cloud. Competitive edge, following trends (with little alternative) attracting and retaining staff are all part of organizational motivation and pressures companies face in order to gain a competitive edge. Many organizations simply have no choice and only have a choice of which vendor or product you either like or dislike the most.

As companies enter this space and take advantage of these digital technologies, they are naturally sceptical, cynical and treat each interaction with suspicion and scrutinize every recommendation, advisory or action that is discussed.

This is not a surprise, the first reality that most companies become acutely aware of is when they have lost control of some area of their business to the provider. This may simply be because they have to interact with the provider over issues they can no longer investigate themselves.

The second reality is when companies find out that the service provider is not willing to share all information about their service or product which can also lead to uncertainty, anxiety, impact judgement and decision making.

Longer term, when a significant part of the world’s economy is hosted with the big Tech companies, what can we expect?

We have already seen evidence of Big Tech influence information, politics and canceling those who do not fit with their own agenda and narratives.

Would it be impossible to think, not too far into the future, that if a company in any way does not comply with some form of regulation or does not represent the values of the provider they will have some sanctions applied to them or taken offline?

My opinion may seem cynical and unrealistic to most but the warning signs have already been for many years now. Big Tech companies along with globalists intend to reshape the world we live in today and are pushing ahead at an unprecedented rate.

The pandemic was the perfect opportunity for the Big Tech companies. This has allowed them to accelerate the use of digital adoption, increase their influence on society and enslave consumers to new norms.

As we move through, what will be an uncertain future, we wait to see how the world is further reshaped. For better or worse, who will be the winners and losers and what will the next innovations be and their innovators.