So how do you remedy the Loneliness Epidemic?
More from a recent article by Michael Stallard, written through my association with ATD ( Association of Training & Development).
It especially rings true for me as I coach all generations of employees, and isolation, even with lots of associates around each individual, is a ‘real’ thing.
Here are more suggestions for constructively dealing with this ‘epidemic’.
Cultures of Connection
‘University of California, Los Angeles neuroscientist Matthew Lieberman describes social connection as a “superpower” that makes individuals smarter, happier, and more productive.’
‘Leaders at all levels of an organization would be wise to assess workplace culture through the lens of connection. Are attitudes, uses of language, and behaviors drawing people together and connecting them? Or are they creating a stressful or relationally-toxic environment that pushes people apart?’
‘In their research, they found that cultures of connection are best for individual well-being and for helping organizations thrive. Specifically, cultures of connection convey several performance advantages upon organizations, including higher employee engagement, tighter strategic alignment, superior decision-making, greater innovation, and more adaptability to cope with rapid change. These advantages add up to a powerful competitive advantage’.
Big Hint / Idea from Alysia:
What will you for your employees?
Here are some ideas, from Alysia, for getting employees to feel less isolated at work and remotely:
- Give your team projects that encourage individuals to work together
- Encourage ‘ZOOM’ calls between team members for project work / idea sharing when they cannot be in the same location. They can ‘see each other’ while they share ideas.
- Give writing assignments on a topic for each person to submit then after you review their written assignment, share with the team and perhaps do a ZOOM call to do a further discussion on the topic, with the entire team.
- Enhance SOP’s (Standard Operating Procedures) by having subsets of your team work together, even remotely, on creating content and getting input from each other.
World’s Best Hospital Has Connection in Its DNA
‘The power of connection is on full display at Mayo Clinic, America’s top-ranked hospital and arguably the best hospital in the world. From the time of its founding in 1889, Mayo Clinic has been intentional about cultivating connection and community. ‘
‘Dr. Charlie Mayo, one of the earliest leaders, communicated an attitude that valued connection and warned about the dangers of isolation when he stated, “Our failures as a profession are the failures of individualism, the result of competitive medicine. It must be done by collective effort.” ‘
‘Mayo Clinic’s stated mission and valuespoint to being guided by the intent of its founders, the original Mayo physicians and Sisters of St. Francis.’
‘Mayo Clinic’s “To inspire hope and contribute to health and well-being by providing the best care to every patient through integrated clinical practice, education and research” (italics mine). The language used to describe its values includes such words and phrases as:
- sensitivity, empathy, treating the whole person (including emotional and spiritual needs)
- teamwork, blending skills of the team, unsurpassed collaboration, each employee and every team member. ‘
Big Hint / Idea from Alysia:
How does your organization’s Vision and Mission reflect connections vs. isolation?
Here is the model I use with organizations ensure that Vision and Mission are reflected in the day to day Goals / Measures of the Organization. Try it with your group!
How does your organization’s Vision and Mission reflect connections vs. isolation?
Here is the model I use with organizations ensure that Vision and Mission are reflected in the day to day Goals / Measures of the Organization. Try it with your group!
VISION:
MISSION:
Goals (Objectives /) Measures:
Action Plans:
Implementation Steps:
‘Mayo Clinic’s belief in the importance of connection goes beyond attitudes and language to practical steps taken to see that connection is infused in the culture.
The clinic’s onboarding process for physicians and scientists includes:
- extensive training in professionalism and communications
- assessments to help them develop emotional intelligence.
Physician leaders are selected, developed, and assessed based:
- on their ability to connect, which includes listening, engaging, and developing and leading other physicians.
‘Informal opportunities for connection among colleagues are encouraged through dedicated meetings, mission is “To inspire hope a dedicated meeting areas where physicians can gather.
‘Mayo Clinic’s intentionality and commitment is evident in a program called COMPASS (Colleagues Meeting to Promote and Sustain Satisfaction).
Under this initiative, self-formed groups of six to 10 physicians get together to discuss assigned issues related to the physician experience, such as:
- resiliency, medical mistakes, work-life balance and meaning at work.
- Mayo Clinic’s research has found that participants in COMPASS experience statistically significant improvements in multiple domains of well-being and satisfaction that will help reduce the risk of physician burnout and reducemedical errors. ‘
Conclusion
‘For-profit organizations can develop cultures of connection too.
‘Consider the connection culture of Costco, which Forbes and Statista research has consistently recognized as among the best large company employers in America, or the connection culture Alan Mulally cultivated when he led the turnaround of Ford Motor Company.’
‘Our current epidemic of social disconnection has arisen from multiple avenues including:
- loneliness, social isolation, and the busyness and increased screen time of modern life crowding out time for face-to-face human connection.
- Social disconnection is making people more vulnerable to the negative effects of stress, and its prevalence and effects present a systemic risk to organizations. ‘
‘Connection matters.
Organizations should be intentional about developing and sustaining cultures of connection that provide the structures and needed psychosocial support to foster:
- inclusion and teamwork, minimize stress, and reduce error.’
‘Superior organizational outcomes as well as better employee and organizational health, resilience, and performance will result from such a focus.’