A return to the office is on the horizon for many workers. And if you’re already feeling pressured by time, you may feel a little anxious about the change. It can take extra time to get ready in the morning, commute into the office, and do all t…
The past year has been a time of cultural awakening across the U.S., with diversity, equity, and inclusion becoming a larger part of the national conversation. Employers, healthcare providers, and others are recognizing the need to create more inclusiv…
The pandemic changed the way we work in very profound and wide-ranging ways. Some people immediately became remote workers, navigating the challenges of blending their home and work lives. Others kept reporting to their place of employment, facing myriad concerns ranging from safety to new demands and ways of working.
Facing these changes and challenges was no small task. They changed us in a number of ways.
As vaccination rates rise, mask requirements are dropped, offices open, and life begins to look a bit like it did in “before times” in much of the U.S., it’s time to think about what’s next. We risk losing some valuable shifts if we don’t move forward with some introspection. Fast Company asked leaders in different areas what we should take with us as we head back to the workplace.
1. Protecting your worth and well-being
Going through the pandemic has been like “life boot camp,” says speaker and podcast host Luvvie Ajayi Jones, author of Professional Troublemaker: The Fear-Fighter Manual. Being forced to slow down showed many how burned out they were from the frenetic pace of work. It also crystallized what people need to feel supported and valued. And they demanded those things. “People have started asking for more in the workplace, whether it’s more money, a title change, or generally advocating for ourselves and taking action to fight fears that have held us back from getting what we want in the past,” she says.
She hopes that the advocacy also extends to taking better care of ourselves. “Now, I hope we know that we need to find time to relax, outside of when we’re sick—or avoiding a global pandemic,” she says. (Something to leave behind? Handshakes, she says. We’re probably healthier without them.)
2. Showing vulnerability
When you’re in the middle of an important videoconference and your cat hops up on the back of your chair or there’s household chaos in the background, it’s hard not to feel a little bit vulnerable. That vulnerability can lead to connection, says Carole Robin, who teaches Stanford University’s wildly popular Interpersonal Dynamics class and is coauthor of Connect: Building Exceptional Relationships With Family, Friends, and Colleagues. When you allow yourself to open up to someone else, you build stronger relationships. “So if you’re willing to let me in a little bit on what’s going on for you, then you’ve taken that risk, then I’m more likely to reciprocate,” she says.
Robin says that, for some, the structured nature of videoconferencing has made it difficult to cultivate those close relationships that happen in the office, but she hopes that we’ll get better at it in hybrid workplaces. The next time the kids are screaming in the background or the cat jumps into the Zoom field, use the opportunity to connect. “Say, ‘Oh, man, you have a cat. I do too. My cat’s been the source of so much comfort to me,’” she says. “Disclosure begets disclosure.”
The resilience so many have shown during the pandemic is something that shouldn’t be forgotten, she says. “Let’s hang on to that knowledge and let it inform us in making more courageous choices to step outside our comfort zone in service of deeper, richer relationships and a more meaningful life,” she adds.
3. Increasing transparency and honesty
The word “unprecedented” became cliché when describing the pandemic. “Because there were so many changes unfolding quickly, executives were more transparent, consistent, and detailed in communications with employees than many had been in the past,” says Angelina Darrisaw, founder and CEO of the C-Suite Coach, an executive coaching firm. Employers need to stick with those open communication practices as employees return to the office. The return will be another period of fast change, so “communication practices established to help navigate crisis should remain to develop better employee relations,” she says.
As more people work remotely, transparency and honesty will be even more important to lead. “The pandemic has shown that many roles don’t require office presence, and some employees prefer their flexibility as long as healthy time boundaries are maintained. If employers want to stay competitive and continue to attract high-quality talent, honoring employee well-being will continue to be necessary,” she says. Employers who ignore those needs risk losing their talent.
4. Trusting our problem-solving skills
No matter what line of work you were in, you have likely had to figure out some problem or issue over the course of the past year, says inclusive leadership expert Ash Beckham, author of Step Up: How to Live With Courage and Become an Everyday Leader. How will your team collaborate from home? How will you change your business model to remain viable? How will you lead a team of people who are working from their bedrooms?
“We don’t often put ourselves in situations where we’re solving problems on the fly,” she says. But we had no choice during the pandemic. Beckham says we need to reflect on those accomplishments and let them fuel positive momentum going forward. Don’t lose sight of your ability to solve things and make the workplace better, she says. “I would hope that people would step up and really build the role that maybe they accidentally found themselves in,” she says. “To me, what that looks like is really diving into being a better person.” Don’t lose sight of what you can do, she says.
5. Embracing technology
Technology adoption accelerated during the pandemic to facilitate remote work, social distancing, and safety requirements. Collaboration platforms launched new bells and whistles. Remote work became more seamless. And that openness to digital change—and the opportunities it unleashes—is something we should take forward into our next normal, says Kevin Cornish, CEO of innovation agency Moth & Flame. “One trend is the merging of digital and virtual worlds,” he says. “How do we make that virtual environment feel more like the physical environment, that as people we prefer to be in, to foster connection?”
His teams hold regular meetings in virtual-reality settings to allow remote workers to feel like they’re in a physical space together. The technology is also useful for training and collaboration. And the more we can use technology to smooth out the bumps in remote work, the easier it is to expand the geographic boundaries of hiring. That leads to bigger labor pools, more talent, and more opportunities to achieve diversity, equity, and inclusion goals, he says.
“How do you get that focused presence in a shared workplace environment? I think that’s one of the biggest challenges, and it’s interesting to see how that part of the enterprise has been engaging and excited about virtual reality. Because it kind of solves those two: It’s got the scalability of software with that engagement of being in person,” he says.
6. Prioritizing humans
The gravity of the pandemic and the risks associated with it shifted many leaders’ perspectives to be more human-centered, says Christie Smith, senior managing director, global talent & organization/human potential leader with Accenture. “I think that there has been an intimate association with humanity, and truly, life and death. We continue to struggle with that,” she adds. To continue operating, organizations needed to shift their focus to employee needs. Accenture’s September 2020 Net Better Off research report found that when organizations meet six fundamental human needs–emotional and mental, relational, physical, financial, sense of purpose, and employability—employees tend to thrive.
Through supporting their teams during the pandemic, modern CEOs got a better sense of how critical meeting these needs are. “Mentally, these leaders now own the human agenda, not only within their organizations but within their customer group in the communities in which they live and work. And I think that that’s been a dramatic, positive shift,” she says.
By the time you finish this article, your brain will be different.
The reason for this cerebral shift is neuroplasticity—or the brain’s ability to change and restructure itself. Every time the brain processes new information, neurons fire, new pathways form, and the malleable brain alters its shape and structure.
In recent years, several researchers have posited that it’s possible to consciously direct neuroplasticity to optimize your brain function, improve your work performance, and even influence your team’s performance.
Once you understand how neuroplasticity works, you’ll discover that the concept is much simpler than it sounds.
What is neuroplasticity?
In a nutshell, neuroplasticity is the brain’s ability to learn and adapt. Until relatively recently, experts believed that our brains were fixed by the end of adolescence and that, in terms of neurons, it was all downhill from there. But the latest research has proved the opposite: that our brains can actually grow and change throughout adulthood. That is, if we treat our neural pathways right.
“The main point of neuroplasticity is that you can actually form and reorganize connections in your brain,” says Dr. Marsha Chinichian, a Los Angeles-based clinical psychotherapist and the brains behind acclaimed mental fitness app, Mindshine.
“For a long time we thought that humans were born with a ton of neurons, synapses, and connections, and as we got older, they simply died off. But now we’ve learned that isn’t true. We can actually make changes to further develop our brains. We’ve learned we can actually rewire our brains.”
Dr. Chinichian’s enthusiasm is echoed by other leading cognitive experts around the world, including Natalia Ramsden, a business psychologist and founder of SOFOS Associates in London, the UK’s first and only brain optimization clinic.
“There’s something hugely empowering about the idea that we, as individuals, can actually change the structure of our brains for the better,” says Ramsden. “There’s so much we can do to develop their function, which in turn can dramatically increase our productivity in the workplace.”
Make better decisions and prevent cognitive fatigue
Ok, that’s the concept of neuroplasticity. But how do we put it into action in our day-to-day working lives?
Imagine your brain as a colossal power grid. Billions of pathways light up every time you think, feel, or do something. Putting neuroplasticity into action means carving new pathways, while strengthening the best of the existing ones – and not reinforcing the pathways you’d rather avoid. This is captured in an aphorism: “Neurons that fire together, wire together; neurons that fire out of sync, fail to link.”
Neuroscientist Dr. Tara Swart, a senior lecturer at MIT and author of bestselling brain bible The Source, recently compared this process to road building.
“Think of it as going from a dirt road to a motorway,” Dr. Swart told European CEO. “I could say, ‘I’m going to work on that pathway, which is currently a dirt road. The more I use it, and the more I repeat activities, I can build it up to a motorway.’”
That newly-built motorway will not only able to help you process information faster, it will also be better equipped to stave off mental fatigue. That means less stress and fewer mistakes.
“It can help to think of your brain in terms of a muscle,” says Dr. Lynda Shaw, a chartered psychologist and cognitive neuroscientist who is a Fellow of The Royal Society of Medicine and an Associate Fellow of the British Psychological Society. “If you do enough bicep curls you’ll increase the size of your biceps. It’s the same process with your brain. If you exercise your brain correctly and often, neuroplasticity means it will become more powerful.”
From a remote working perspective – especially with companies like Atlassian deciding to make the arrangement permanent – experts say that neuroplasticity is an even more valuable tool, as daily office stimuli dramatically decrease, and new routines and rituals come to the fore.
“We need, as bosses, to encourage our people to embrace change and adapt by being innovative and creative,” says Dr. Shaw. “Neuroplasticity is a great way of doing that, and of teams staying ahead of that curve.”
9 techniques to “rewire” your cognitive pathways
1. Feed your brain
Your brain makes up only a tiny proportion of your total body weight, but it uses up a quarter of everything you eat. If you want enhanced neural pathways, you’ll need an enhanced diet. According to Ramsden, that means grabbing snacks like walnuts, blueberries, and avocado during the day. Vitamin D and magnesium are top priorities if you want to promote neuroplasticity.
2. Take naps
Obviously, a good night’s sleep of between seven and nine hours will always set you up for a better brain day. But a short afternoon nap of around 20 minutes will elevate your neuroplasticity potential even further. A short nap encourages the growth of dendritic spines, which act as crucial connectors between the neurons in your brain.
3. Don’t let the workday linger
Like muscle-building, neuroplasticity needs downtime in order to do its work properly. According to Dr. Chinichian, managers should embed and enforce a “close the day” ritual that prioritizes reflection and gratitude for small wins. An end-of-day Slack message saying “Thanks for the great ideas in the brainstorming session today, everyone. See you tomorrow,” can help the team feel valued. Putting a hard stop to the stresses of the day in a way that also boosts endorphins creates perfect conditions for neuroplasticity. Bonus: it also sends the signal that it’s OK to “leave” work and unplug for the evening.
4. Expand your vocabulary
Try to learn one new word every day. According to experts, this simple act will spark a multitude of new neural pathways, both visual and auditory. (Give it a few months and it’ll make you unstoppable at Scrabble too).
5. Use the “wrong” hand
Non-dominant hand exercises are excellent for forming new neural pathways, as well as strengthening the connectivity between existing neurons. For instance, if you’re right-handed, try brushing your teeth with your left hand – and then try it while balancing on one leg for a double neuroplasticity bonus.
6. Learn to juggle
Juggling is frequently cited as an excellent means for improving neuroplasticity. Keep a small set of balls in your work drawer for a brain boost whenever you have a few spare seconds between tasks. The better you get, the bigger the benefits.
7. Play chess
Indulge your inner Beth Harmon by embracing chess – a game that has endless potential for neuroplasticity. Chess players have significantly more grey matter in their anterior cingulate cortex than those unfamiliar with en passant and castling. And you don’t even need another player or a board in order to reap the mental benefits. Simply log onto chess.com for a quick blast whenever you have a few minutes. (You don’t need to finish a game to get the neurological boost.)
8. Do mnemonic drills
Teaching yourself mnemonic devices, like formulas or rhymes, can enhance connectivity in your prefrontal parietal network, paving the way to new, positive pathways in your brain. Get started here.
9. Be mindful, as a team
Chinichian says that one of the best things you can do to promote neuroplasticity in a work force is to incorporate regular group meditation. There are multiple online options available to get you started, like this and this. Not only does it help with the positive brain rewiring process (while expanding several useful parts of the brain), it also results in team members reacting to problems with an increased sense of calm, passion, and awareness. Neuroplasticity at its finest.
This article originally appeared on Atlassian’s blog and is reprinted with permission.
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Pride Month is a time for celebration, but it’s also an opportunity to look critically at how welcome LGBTQ workers feel in their workplaces. According to a recent Glassdoor survey of LGBTQ employees, half of respondents reported they were fearful of consequences of being out at work, such as being passed over for promotions.
In this interview for The Work in Progress video series, Fast Company spoke with two executives in the business world who have made a name for themselves as LGBTQ leaders: Jen Wong and Marty Chavez.
WATCH: The future of LGBTQ+ inclusion in the workplace
Wong, who took over at Reddit as COO in 2018, has overseen the company’s impressive trajectory in advertising growth. But she wasn’t always out at work. “[Early in my career, I] didn’t openly share about my personal life, because I didn’t feel safe being a junior person,” she says. “[When] I went to business school, that was the first time I met other gay professionals, and suddenly there were people who are out and not out. And that was interesting to hear about their life experience; you could see the topography.”
Seeing more openly queer people in a business setting sparked something for Wong. “That seemed pretty amazing, if that could happen for me. That started to motivate me. And when I started to go into operating and working in consumer media and tech, I realized that that was possible for me. That’s when I started to bring my full self to the table as a leader, came out, and shared more about my life.”
Marty Chavez, who spent decades at Goldman Sachs and is now a senior adviser at Sixth Street, had a somewhat different experience. “I think rather than having concluded that it was a gay-friendly place, it might’ve been more accurate to say that Goldman Sachs in those days didn’t care if I was gay or straight—as long as I was really good at math and software,” he says.
Chavez started his career working in tech and energy in Silicon Valley before joining the banking giant, and did initially feel inclined to join a less welcoming industry. “I didn’t have a particular need to change. And I didn’t see any reason to go back into the closet just to work at some company in New York.”
But over time, he started to see the finance industry awaken to change and begin to embrace inclusivity—in the name of profit or otherwise. “Two things, which started happening at scale maybe 10 to 15 years ago, [were] Wall Street made the commercial argument for diversity and then connected that to [employees having workplace] allies.”
Like Wong, Chavez says it’s critical for LGBTQ people to be able to be themselves at work and show they’re “a whole person,” he says. “I just picked up [this advice] from a pillar of LGBT rights, which is, ‘Come out wherever you are.’”
To this day, Chavez keeps the words of his mother in mind, who once told him to lean into his identity and show up as his true self wherever possible. “The best thing I can do is represent and be successful and be happy. People will see that, and that will speak more loudly than any policy.”
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