Let it Rip, 2024: Lessons from 'The Bear'
Happy New Year! As we step into 2024, I'm excited to share some reflections inspired by 'The Bear.' I was completely drawn into the series over the holidays. Particularly, an episode titled "Forks" resonated with me on multiple levels.
In this episode, a character confronts feelings of displacement and uncertainty. I think we can all relate to these feelings, especially now. He finds himself in an unfamiliar environment. He's tasked with seemingly mundane work: polishing forks. Initially he's convinced it's a punishment, but it becomes a path to transformation. He connects with a sense of purpose and belonging through the value and impact of service. This process of embracing his role, no matter how small it seemed, led him to form genuine connections and take pride in his contributions.
This story illustrates a few key insights:
Adapting to change can be daunting, AND it can reveal new avenues for personal growth and deeper connections.
Finding deeper meaning and purpose in our work enhances our sense of fulfillment. This applies even to the simplest of tasks.
A service mindset has enormous power to effect change.
So, as we head into this new year, here are my wishes for you:
May you find stability and purpose amidst change, turning every challenge into a growth opportunity.
May you discover joy and significance in even the simplest of tasks, recognizing their role in achieving broader goals.
May you cultivate a service mindset, knowing that every action, big or small, can make a profound difference.
May you experience a sense of safety, growth, meaning, autonomy, and belonging.
This year, we'll thrive amidst change and find purpose. We'll embrace both the pursuit of the future of work and the richness of the present.
Prioritizing Employee Well-being Over Return to Office Strategy
This isn't merely compassionate—it's strategic risk mitigation.
For over 15 years, I've passionately advocated for employee well-being. My first co-authored paper on the subject, "Better Work, Better Life," sought to convince leaders to support their teams because it's the right thing to do. As leaders continue to navigate the 'return to office' strategies, it's crucial to remember that the issue isn't merely the location of work.
The real problem? Not where we work, but how we work and how we holistically support our employees' well-being. This is not just a reactive measure but as a proactive, preventative stance. The clear impact of burnout on organizational functioning is undeniable. In the organizations I work with, the signs are stark.
A few statistics to back this up:
High-risk mental health in the working population jumped from 14% in 2019 to 23% in 2023.
41% of workers felt more sensitive to stress in 2022 compared to 2019, with 42% observing this heightened sensitivity in coworkers.
Source: TELUS Health’s Mental Health Index (MHI).
According to The Geneva Associtation Study, “Finding Peace of Mind: Mental Health and Insurance”:
Post-COVID-19 ushered in an extra 53 million cases of depressive symptoms and 76 million anxiety disorders.
By 2030, mental health challenges are projected to cost a staggering USD 6 trillion in health expenses and lost productivity.
Poor mental health isn't just an emotional burden—it's linked with a 29% increased risk of heart disease and a 32% escalated risk of stroke. Despite the common misconception, well-being isn't a nebulous concept. Resources like the Surgeon General's Workplace Wellbeing Report chart out concrete solutions and routes to improvement.
As leaders, the mandate is clear. Beyond debating the logistics of physical workspace returns, our primary focus should be creating environments, whether remote or on-site, that genuinely champion well-being. This isn't merely compassionate—it's strategic risk mitigation. Leaders must prioritize well-being not as a luxury but as a necessity for thriving organizations.
Inspired by from the recent DMEC session, “Mental Health Culture Shift: Addressing it From the Top Down” with Paula Allen, Joe Grasso, Ph.D., Adrita Bhattacharya-Craven, and Daniel Iskra. And a nod to Cali Williams Yost, whose wisdom reminded us years and years ago: it's about the how, not just the where.