Resilient Workplace PODCAST

De: Joy Davis & Kellie Tinnin
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  • Resumen

  • The Resilient Workplace Podcast is your go-to resource for navigating workplace dynamics with a people-first approach. Hosted by Joy Davis, a licensed clinical social worker, therapist, and author, alongside Kellie Tinnin, a human resource consultant and corporate trainer, this podcast blends psychology, HR expertise, and real-world strategies to help you create a thriving work environment. Each episode provides expert insights on leadership, mental well-being, and employee engagement, along with practical tools to handle workplace challenges and build resilience. You’ll also gain access to the latest research on HR trends, productivity, and work-life balance, plus an in-depth look at the psychology behind workplace behavior. Have a workplace dilemma? Send your questions via our show notes or email info@resilientworkplaceinnovations.com for a chance to be featured. Subscribe now and start building a more resilient workplace.
    Copyright 2024 All rights reserved.
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Ciencias Sociales Economía Hygiene & Healthy Living Psicología Psicología y Salud Mental Relaciones
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Episodios
  • Episode 7 Tech Tornado: Navigating the Change of Workplace Technology

    Episode 7 Tech Tornado: Navigating the Change of Workplace Technology
    Apr 16 2025

    The Resilient Workplace Podcast Episode #7: Tech Tornado: Navigating the Whirlwind of Changing Workplace Technology Date: April 16, 2025

    Episode Summary:

    In today’s episode, we discuss how rapidly changing technology is reshaping the workplace. From AI integration to digital automation, companies must navigate new opportunities and challenges. We explore how employees and employers are adjusting to AI-driven workflows, the psychological impact of technological advancements, and strategies to foster a balanced and supportive work environment. Stay tuned for insights on AI policies, professional development, and mental health implications.

    Discussion Points: 1. The Rise of AI in the Workplace

    • The workplace is evolving rapidly with AI integration, automation, and digital learning.

    • AI is increasingly used for:

      • Personalized learning and development programs.

      • Automating repetitive tasks to improve efficiency.

      • Enhancing HR processes, including SOP guidance and job description generation.

    • Companies that fail to adapt risk falling behind in productivity and innovation.

    2. Psychological Impact of AI in the Workplace

    • According to the APA’s 2023 Work in America Survey:

      • 38% of workers worry that AI will make their job duties obsolete.

      • 51% of AI-concerned workers report work negatively affecting their mental health.

      • 64% experience heightened stress due to AI integration.

      • Employees monitored by technology report feeling micromanaged and emotionally exhausted.

      • AI interactions contribute to increased workplace loneliness, sleep disturbances, and even higher alcohol consumption.

    3. Managing AI-Related Workplace Stress

    • Employers must address AI anxiety through:

      • Transparent communication on AI’s role and impact.

      • Opportunities for social interaction to counteract workplace loneliness.

      • Balanced task allocation, using AI for repetitive tasks while keeping collaborative work human-focused.

      • Support for professional development, helping employees upskill in an AI-driven landscape.

    4. Security, Privacy & Future of AI Policies

    • Despite the rise of AI tools, concerns remain about data privacy and security.

    • Some organizations are developing their own AI models for internal use.

    • Establishing AI policies can help organizations:

      • Ensure ethical AI use in decision-making.

      • Protect employee data and privacy.

      • Train managers and HR professionals on AI-driven insights and process improvements.

    Episode Recap & Takeaways:

    • AI and automation are transforming the workplace, impacting job roles and employee well-being.

    • Employers must proactively address AI-related stress by fostering transparency, social engagement, and upskilling initiatives.

    • The future of work will require a balance between human collaboration and AI-driven efficiency.

    • Organizations should develop AI policies to manage integration, privacy, and security concerns effectively.

    Next Episode=3 Part Series:

    Episode #8: Navigating Difficult Conversations in the Workplace

    • We’ll explore how to have and manage difficult conversations at work, focusing on communication strategies and emotional intelligence a three part series.

    Follow Us:
    • Facebook: [@ResilientWorkplaceInnovations]

    • LinkedIn: [/resilient-workplace-innovations]

    Thank you for listening to The Resilient Workplace Podcast! Don’t forget to leave a review and subscribe for more.

    Resources:

    • SHRM: Millennials Lead the Way in Embracing AI at Work

    • Springer: AI and Workforce Transformation

    • APA: 2023 Work in America AI and Monitoring Report

    • APA: AI-Induced Loneliness and Mental Health

    • The Times: Will 2025 Be the Year of AI Workers?
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    18 m
  • Episode 6 Neuro Nuggets: Unlocking the Power of the Three Neuros

    Episode 6 Neuro Nuggets: Unlocking the Power of the Three Neuros
    Apr 2 2025
    The Resilient Workplace Podcast Episode #6: The Three Neuros Date: April 2, 2025 Episode Summary: In today’s episode, we’re diving into the world of neuroscience and its profound impact on workplace culture and mental health. We’ll be exploring three key concepts—Neurodivergence, Neuroplasticity, and Neuropsychology—and discussing how they show up in the workplace. Stay tuned for actionable mental health takeaways and coping strategies that can help you and your team thrive. Discussion Points: 1. Neurodivergence in the Workplace Definition: Neurodivergence describes variations in cognitive functioning, such as ADHD, autism, dyslexia, and more. How It Shows Up in the Workplace: Employees may excel in creative thinking, problem-solving, or hyperfocus but may struggle with traditional structures. Lack of understanding or accommodations can create barriers for neurodivergent individuals. According to SHRM, approximately 14% of adults possess some type of neuro differentiation. Challenges: Misaligned expectations or stigmatization can lead to disengagement or mental health challenges. Practical Takeaways: Implement inclusive hiring practices (e.g., structured interviews, skills-based assessments). Provide accommodations like flexible schedules, assistive technology, or sensory-friendly spaces. Educate teams about neurodiversity to reduce stigma and foster an inclusive environment. 2. Neuroplasticity in the Workplace Definition: Neuroplasticity refers to the brain's ability to adapt and rewire itself based on experiences and learning. How It Shows Up in the Workplace: Employees can develop new skills and behaviors with proper training and practice. Leaders can reshape workplace dynamics by fostering growth mindsets and adaptability. Training programs should incorporate multiple modalities to support behavior change over time. Key Insight: Burnout can hinder neuroplasticity, while fostering a positive environment enhances it. Practical Takeaways: Encourage continuous learning through professional development programs. Use feedback loops to reinforce learning and behavior change. Promote resilience training to help employees reframe challenges into growth opportunities. Reward effort and progress, not just outcomes. 3. Neuropsychology in the Workplace Definition: Neuropsychology focuses on how brain function impacts behavior, decision-making, and mental health. How It Shows Up in the Workplace: Stress, fatigue, and mental health issues directly impact productivity and decision-making. Leaders who understand neuropsychology can foster environments that support mental resilience. Key Insight: Chronic stress impairs cognitive performance, while supportive environments enhance problem-solving and collaboration. Practical Takeaways: Educate leaders about the impact of stress on decision-making and emotional regulation. Promote regular breaks, healthy boundaries, and mental health days. Offer personalized support and structured routines for neurodivergent employees. Provide clear, strengths-based feedback to enhance engagement and retention. Episode Recap & Takeaways: Understanding neurodivergence can help create more inclusive workplaces. Leveraging neuroplasticity enables continuous learning and adaptability. Applying neuropsychology principles supports mental resilience and productivity. Organizations should focus on structured support, education, and feedback-driven approaches to enhance employee well-being. In the next episode we will be discussing The Tech Tornado Navigating the whirlwind of changing workplace technology and its impact on employees and organizations. Follow Us: Facebook: [@ResilientWorkplaceInnovations] LinkedIn: [/resilient-workplace-innovations] Thank you for listening to The Resilient Workplace Podcast! Don’t forget to leave a review and subscribe for more. Resources: SHRM: Supporting a Neurodivergent Workforce Cleveland Clinic: Understanding Neurodivergence APA: Neurodiversity and the Workplace
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    18 m
  • Episode 5 The Hybrid Workplace Strugglebus

    Episode 5 The Hybrid Workplace Strugglebus
    Mar 19 2025

    The Resilient Workplace Podcast Show Notes: Episode #5: The Hybrid Work “StruggleBus” Date: March 19, 2025

    Show Notes Episode Summary: In today’s episode, we round out our 2024 lessons learned with a discussion about hybrid work culture and the benefits and challenges of this evolving work model. As workplaces struggle to adapt to flexible work expectations, we examine the historical context of work structures, the impact of remote work, and the mental health implications for employees and leaders.

    Previous Episode Recap: Episode #4: Culture Clashes & Burnout Battles: Unraveling Workplace Woes • Explored how weak workplace culture contributes to disengagement and burnout. • Examined the link between compassion fatigue and organizational challenges. • Discussed HR strategies for fostering a healthy workplace culture. • Highlighted leadership's role in modeling self-care to support employee well-being.

    Discussion Points: 1. Hybrid Work Struggles & Outdated Work Models • Companies failing to adapt to flexible work expectations. • Our current work culture was shaped by the Industrial Revolution (1920s model), which has remained largely unchanged. • The 9-5 workday, introduced by Henry Ford, was designed for economic reasons rather than employee well-being. • With the digital revolution (1980s) and the rise of knowledge-based jobs, work structures must evolve. • Over 52% of people today work in professional services rather than manufacturing (Source: BLS.gov). • Over 85% of people globally own a smartphone, yet workplaces have not adapted accordingly.

    2. The Rise and Reality of Remote Work • Pre-pandemic, about 6% of the workforce worked remotely; during COVID-19, some industries saw as much as 30% working from home. • The Federal Government is mandating a return to office, citing concerns over productivity. • Many large corporations are following suit, despite mixed research on remote work effectiveness. • Studies present arguments both for and against remote/hybrid work, with many employees preferring a flexible option.

    3. Employee Benefits & Mental Health Considerations • Flexibility & Work-Life Balance: Reduced commute times, fewer distractions, better perceived balance.

    4. Challenges of Remote Work: o Blurred Boundaries: Employees struggle to disconnect, leading to burnout. o Social Isolation: Lack of spontaneous office interactions can contribute to loneliness and increased mental health concerns. o Digital Fatigue: Increased screen time and constant virtual presence can be mentally exhausting. o Compassion Fatigue Among Leaders: Managers navigating hybrid work often experience burnout themselves.

    5. The Organizational Perspective: Productivity & Pay Structures • Many companies equate productivity with physical presence rather than measured output. • Employers must shift from outdated metrics to meaningful performance evaluation. • With AI and automation reshaping industries, will pay structures change to reward output over hours worked?

    Considerations for Implementing Hybrid Work • Organizations must assess the why behind hybrid or remote models. • Cost-saving measures (overhead reductions) often drive return-to-office mandates. • Hybrid work may offer a balanced solution for both employees and businesses, but it requires intentional planning and cultural adaptation.

    Closing Thoughts: • Hybrid work isn’t a one-size-fits-all solution; organizations must tailor their approach to fit their needs. • The future of work is evolving rapidly, and companies must adapt to remain competitive. • What does the future hold for productivity, pay structures, and workplace engagement? It is to ponder.

    Next Episode Teaser: Episode #6: The Three Neuros • Neurodivergence • Neuropsychology • Neuroplasticity • Exploring how they shape the workplace experience. Follow Us: • Faebook: https://www.facebook.com/ResilientWorkplaceInnovations

    Thank you for listening to The Resilient Workplace Podcast! Don’t forget to leave a review and subscribe for more.

    References: • Bureau of Labor Statistics: BLS.gov • Forbes: Federal Workers Return to Office
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    14 m
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