WELLBEING STRATEGIES FOR TOURISM AND HOSPITALITY SECTOR

 A Mental Health Toolkit for organizations
https://thinkingfeelingbeing.com/2024/02/27/a-mental-health-toolkit-for-organizations/

QUESTION
Fostering resilience within an organization! How do you tailor strategies for diverse industries?

ANSWER
This is a really good question because although countries, communities, companies can all be very different, so also can people. And when providing support and guidance for health, fitness, well-being, and mental health, we need to think about the individual as well as the context.

Sometimes how we feel about the world is a function of all the hopes, fears, thoughts, and feelings within ourselves, or as a consequence of the environment around us. And so both need careful consideration if we want to bring about change for the better.

We can, however, identify clear requirements for happy humans. This is not unknown to us. The challenge, however, is how we provide that environment, product, service, or support in different contexts at different times, in different circumstances.

This, therefore, is the challenge for businesses. Not specifically what is healthy, happy, positive, productive for well-being and mental health, but more how can we support the people and create the environment where this happens?

WELLBEING

There is more to resilience and mental health than wellbeing strategies, but its is not a bad place to start!

Connect with other people:
Foster good relationships to enhance mental wellbeing.
Spend quality time with family and friends.
Engage in face-to-face interactions rather than relying solely on technology.

Be physically active:
Exercise not only improves physical health but also boosts mental wellbeing.
Find activities you enjoy to incorporate into your routine.

Learn new skills:
Acquiring new skills boosts confidence and self-esteem.
Take up hobbies or enroll in courses to stimulate personal growth.

Give to others:
Acts of kindness and giving improve mental wellbeing.
Volunteer in your community or perform small acts of kindness.

Pay attention to the present moment (mindfulness):
Practicing mindfulness enhances awareness and appreciation of life.
Focus on the present moment to positively impact thoughts and feelings.

STRATEGIES FOR TOURISM AND HOSPITALITY SECTOR

Connectivity Initiatives:
Encourage team-building activities and foster a sense of community among staff members.
Organize regular meetings or gatherings to facilitate face-to-face interactions.
Promote collaboration and communication across different departments or teams within the organization.

Physical Wellbeing Programs:
Implement wellness programs that include physical activities suitable for employees in the tourism and hospitality industry.
Provide access to fitness facilities or organize group exercises such as yoga sessions tailored to the sector's demands.
Encourage employees to participate in outdoor recreational activities, promoting both physical health and team bonding.

Skill Development Opportunities:
Offer training sessions or workshops to enhance employees' skills and competencies within the tourism and hospitality domain.
Provide opportunities for career advancement and professional growth through certification programs or specialized training relevant to the industry.
Support employees in acquiring new skills related to customer service, cultural competence, or crisis management.

Community Engagement and Giving Back:
Foster a culture of corporate social responsibility by organizing volunteering opportunities for staff members.
Collaborate with local communities or nonprofit organizations on initiatives that benefit the environment, cultural preservation, or social welfare.
Encourage employees to participate in charitable events or fundraising activities aligned with the organization's values and mission.

Mindfulness and Stress Management Practices:
Introduce mindfulness training sessions or workshops to help employees manage stress and improve mental wellbeing.
Provide resources and support for employees to practice mindfulness techniques, such as meditation or deep breathing exercises, especially during high-stress periods.
Create designated quiet spaces or relaxation areas within the workplace where employees can take short breaks to recharge and refocus.

Measuring Success KPIs, OKRs, or OBAs plus ROI

 Well done to Visit Jersey and everyone participating in the showcase of Jersey on TV's The Apprentice.

I am a huge fan of data-driven decision-making and certainly seeing measures of progress and performance, whether these are KPIs, OKRs, or OBAs. The key thing, I think, in business, is to ensure that efforts are rewarded, and so any expenditure should somehow produce a ROI. That may or may not be a financial return, but there certainly should be a reward for our efforts.

These measures show us what's working, what is effectively moving the dial on what we consider to be important and valuable, and allow us to see where more investment should be poured. For example, for every £100 spent on tourism advertising, is the return is 10,000 of GDP growth in the economy? Money well spent justifies more investment should be made.

I am delighted to see the success of tourism and the increased amount of web traffic at Visit Jersey as a consequence of the TV program The Apprentice. [a 215% increase in visitors to our website (Jersey.com) as the episode aired]

Source
https://www.linkedin.com/posts/visit-jersey_jersey-on-bbcs-the-apprentice-visit-jersey-activity-7166792332636332033-oMqc?utm_source=share&utm_medium=member_desktopa

The challenge must be to understand if that 215% increase is for that particular day, week, month, or longer. And does 215% represent 100 people, 1000 people, or 10,000?

Moreover, of those website inquiries, how many translated into booked holidays in Jersey [for day-trips, weekends, or longer holidays]? Perhaps, 100,000 website hits result in about 10,000 booked nights?

I don't know, but it would be really interesting to understand these figures as well as the demographics around them so that we can ensure that we provide the right products and services for those people. Do people on day-trips, weekends, or longer holidays spend more or less? Where do they stay (3, 4, or 5-star)? And do they spend more than their European counterparts?

It is fantastic to see a 215% increase in visitors to our website (Jersey.com), but it would be even better to see the data that can help us plan, prepare, and, hopefully, based on this success, invest more, given the clear ROI that justifies further investment.

Postscript

KPIs, OKRs, and OBAs are all different types of performance metrics used in business management:

1. KPIs (Key Performance Indicators): These are specific, measurable metrics used to evaluate the success of an organization or a particular activity within an organization. KPIs are often aligned with strategic goals and are used to track progress over time.

2. OKRs (Objectives and Key Results): OKRs are a goal-setting framework used to define and track objectives and their outcomes within an organization. Objectives are the goals to be achieved, and key results are the measurable outcomes that indicate progress toward those goals.

3. OBAs (Outcome-Based Accountability): OBAs is a management approach that focuses on achieving specific outcomes or results. It emphasizes measuring success based on the impact on the intended beneficiaries or stakeholders.

ROI (Return on Investment) is a financial metric used to evaluate the efficiency or profitability of an investment. It measures the return or gain generated from an investment relative to its cost.

NPS (Net Promoter Score) and CSat (Customer Satisfaction) are both metrics used to measure customer satisfaction and loyalty:

1. NPS: Net Promoter Score measures the likelihood of customers to recommend a company's product or service to others. It is calculated based on a single question survey asking customers how likely they are to recommend the company on a scale of 0 to 10.

2. CSat: Customer Satisfaction measures the degree to which customers are satisfied with a company's product or service. It is typically measured through surveys asking customers to rate their satisfaction on a scale.

Pros and Cons of Each Metric:

1. KPIs:
   - Pros: Provide specific and measurable targets, align with strategic goals, allow for tracking progress over time.
   - Cons: Can be overly focused on short-term results, may not capture the full complexity of organizational performance.

2. OKRs:
   - Pros: Foster alignment and focus within an organization, encourage ambitious goal-setting, emphasize measurable outcomes.
   - Cons: Can be challenging to implement effectively, may lead to too much emphasis on achieving specific metrics at the expense of broader goals.

3. OBAs:
   - Pros: Emphasize outcomes and impact, focus on the needs of beneficiaries or stakeholders, provide a clear framework for measuring success.
   - Cons: Can be difficult to define and measure outcomes accurately, may not capture the full range of factors influencing outcomes.

4. ROI:
   - Pros: Provides a clear financial measure of investment effectiveness, helps prioritize investments based on potential return.
   - Cons: May not account for intangible benefits or long-term impacts, can be influenced by external factors beyond the control of the investment.

5. NPS and CSat:
   - Pros: Provide direct feedback from customers, easy to understand and communicate, can help identify areas for improvement.
   - Cons: May not capture the full range of customer experiences, can be influenced by survey methodology or timing biases.

Mastering Your First 100 Days in a New Leadership Role

 Mastering Your First 100 Days in a New Leadership Role

Congratulations on your recent promotion and the opportunity to lead a new team, product, or project! The first 100 days in any new leadership role are crucial for setting the tone, building relationships, and laying the foundation for success. Here are some essential steps to consider during this critical period:

1. Understand the Landscape: Take the time to thoroughly understand the context of your new role, team, product, or project. Dive into existing documentation, familiarize yourself with key stakeholders, and assess any ongoing initiatives or challenges.

2. Listen and Learn: Prioritize listening to your team members, peers, and stakeholders. Schedule one-on-one meetings to understand their perspectives, challenges, and aspirations. Active listening will help you gain valuable insights and build trust from the outset.

3. Set Clear Expectations: Define clear expectations for yourself, your team, and the project or product. Communicate your vision, goals, and priorities early on, ensuring alignment with organizational objectives.

4. Build Your Team: Invest time in getting to know your team members individually. Understand their strengths, motivations, and development needs. Foster a culture of collaboration, trust, and accountability from day one.

5. Establish a Communication Cadence: Establish regular communication channels to keep your team and stakeholders informed and engaged. Whether it's weekly team meetings, status updates, or informal check-ins, consistent communication is key to building transparency and alignment.

6. Identify Quick Wins: Identify opportunities for early wins to build momentum and demonstrate your leadership effectiveness. These could be low-hanging fruit or initiatives that address immediate pain points for the team or organization.

7. Assess and Adapt: Continuously assess the progress of your team, product, or project against predefined goals and milestones. Be prepared to adapt your approach based on feedback, changing priorities, or unforeseen challenges.

8. Seek Feedback and Support: Be open to feedback from your team, peers, and superiors. Actively seek opportunities for mentorship, coaching, or additional training to support your growth and development in your new role.

9. Foster a Culture of Innovation: Encourage a culture of experimentation and innovation within your team or project. Create space for creativity, risk-taking, and learning from failure, fostering a growth mindset among team members.

10. Celebrate Milestones and Successes: Celebrate achievements and milestones along the way, no matter how small. Recognize and reward the contributions of your team members, reinforcing a sense of accomplishment and camaraderie.

Remember, the first 100 days set the tone for your leadership tenure and can have a lasting impact on your team's morale, performance, and ultimately, the success of the project or product. By focusing on understanding, communication, collaboration, and continuous improvement, you'll be well-positioned to navigate the challenges and opportunities that lie ahead. Best of luck in your new role!

Unveiling Leadership Realities in Small Island Communities: "The Good Leader" Podcast

There are 100s of leadership blogs, books and podcasts, but one area often overlooked is the unique dynamics present within small island communities. These tight-knit societies, like Jersey and other Crown Dependencies, harbour a distinct set of challenges and opportunities for leaders across various sectors—be it charities, businesses, or governmental bodies.

Reflecting on these intricacies, it becomes evident that leadership within such communities demands a nuanced understanding of the local context. In a recent conversation, the idea surfaced that within these island "goldfish bowls," as I like to call them, traditional leadership paradigms may need to be reexamined.

This train of thought led to the inception of a groundbreaking podcast series titled "The Good Leader," a collaborative effort between myself and Simon Nash. Our aim? To delve deep into the essence of leadership within these microcosms and explore how it shapes the fabric of society.

The genesis of this project stemmed from a realization that while mainstream leadership discussions often center around larger-than-life figures like Steve Jobs or Nelson Mandela, the leaders who drive change in our everyday lives are often unsung heroes operating within the confines of small businesses, charities, or local communities.

"The Good Leader" podcast seeks to bridge this gap by spotlighting these lesser-known yet equally impactful individuals. Through candid conversations and insightful interviews, we hope to unravel the intricacies of leadership within the unique socio-economic landscape of island communities.

Our discussions will touch upon a myriad of topics, ranging from the constraints imposed by geographical boundaries to the opportunities inherent in fostering a sense of localism and community pride. We firmly believe that by shedding light on these stories, we can inspire action and foster a culture of introspection and growth within our community.

One aspect we're particularly excited about is our alignment with the Jersey Good Business Charter—a testament to our commitment to promoting ethical business practices and sustainable leadership.

As we gear up for our inaugural episode, slated for release in March, we invite you to join us on this journey of discovery. Whether you're a seasoned leader, an aspiring entrepreneur, or simply someone intrigued by the dynamics of small island communities, "The Good Leader" promises to offer fresh insights and thought-provoking discussions.

We are at the planning stage and welcome feedback on these themes, and maybe others you would suggest and we have not thought of.

"Leading Change, Building Community: Stories from the Frontlines"
"Inspiring Leadership, Transforming Communities: The Good Leader Podcast"
"Local Leaders, Global Influence: Exploring the Heart of Leadership"
"Shaping the Future, One Leader at a Time: The Good Leader Podcast"

So, stay tuned, mark your calendars, and let's embark on this transformative voyage together. Because in the end, leadership isn't just about steering the ship—it's about navigating uncharted waters with integrity, vision, and a relentless commitment to the common good.

The Good Leader

 What a great day yesterday, collaborating with Simon Nash on an innovative leadership podcast series titled "The Good Leader" about leadership in local Charities, Commerce, and Community. This project is not just a podcast; it's a journey into the essence of leadership in small jurisdictions, like Jersey, and the Crown Dependencies which have unique challenges.

"The Good Leader" is designed to illuminate the critical role of good business practices across all sectors, showcasing how they can transform charities, commerce, and the broader community. Our discussions will navigate the unique challenges and opportunities that leadership entails in the context of the Island's closely-knit society, offering insights that resonate with the principles of the Jersey Good Business Charter.

Our goal with "The Good Leader" is not just to inform but to inspire action and reflection among our listeners, encouraging a ripple effect of positive change across Jersey and beyond. We believe that by spotlighting the stories of leaders who are making a difference, we can foster a deeper understanding of what it means to lead with integrity, vision, and a commitment to the common good.

We are hoping this will be up-and-running by March, so stay tuned for our first episode, where we'll dive into these themes and more, offering fresh perspectives on leadership, teamwork, and the future of small island communities.

hashtag#TheGoodLeader hashtag#LeadershipPodcast hashtag#EthicalLeadership hashtag#Innovation

Yoga Classes And Stress Trainings Do NOTHING For Employees!

Yoga Classes And Stress Trainings Do NOTHING For Employees! Here's Why And What Companies Should Do Instead.

https://www.linkedin.com/pulse/yoga-classes-stress-trainings-do-nothing-employees-heres-kjerulf-fogue%3FtrackingId=QZPrACKxiFOuoqRrX7yPNA%253D%253D/?trackingId=QZPrACKxiFOuoqRrX7yPNA%3D%3D


1. What Works:
Volunteering: The only intervention found to have a positive impact on well-being, likely due to its nature of providing meaning, purpose, and a sense of belonging.

Leadership Support: Effective well-being initiatives require genuine support from leaders, including their active participation, modeling of well-being behaviors, and fostering a culture that prioritizes employee well-being.
Addressing Work Itself: Improving the actual work conditions, reducing unnecessary stressors, ensuring fair pay, and treating employees with respect and recognition are fundamental.

Managerial Approach: Training managers to be more human, supportive, and capable of building high-quality connections with their teams. This includes facilitating good relationships, removing work barriers, building trust, and aligning work with employees' strengths.

2. What Does Not Work:

Individual-Level Interventions: Programs aimed at fixing the individual, such as mindfulness, stress management, and resilience training, were found to be ineffective in improving workplace well-being. Some interventions, like mindfulness and time management training, were even found to make things worse.

Surface-Level Solutions: Initiatives that do not address the root causes of workplace dissatisfaction, such as excessive workloads or poor management practices, are ineffective. These can include well-being apps, financial well-being programs, and other similar interventions that place the onus of well-being on the individual without changing the work environment.

3. Key Tools / Questionnaires for Measurement:

Warwick-Edinburgh Mental Well-being Scale (WEMWBS): Used to measure mental well-being levels among employees.

Kessler Psychological Distress Scale: Measures levels of psychological distress, indicating how unwell people are.

Engagement Scales: Assess how engaged employees feel at work.

Life Satisfaction and Work Satisfaction Measures: Evaluate the overall satisfaction with life and work, respectively.

Perceptions of Organizational Support: Questionnaires that gauge employees' views on whether they feel supported by their organization, including beliefs about managerial support for mental health and well-being.

This summary encapsulates the essence of what works and doesn't in workplace well-being initiatives, highlighting the importance of systemic changes over individual-level interventions and the critical role of leadership and managerial practices in fostering a healthy work environment.

Tim HJ Rogers
Consult | CoCreate | Deliver

I support people and teams to grow, perform and succeed unlocking potential as a partner Consultant, Coach, Project and Change Manager. Together we can deliver projects and change, and improve the confidence, capacity, drive and desire of the people I work with.

ICF Trained Coach | MBA Management Consultant | PRINCE2 Project Manager, Agile Scrum Master | AMPG Change Practitioner | Mediation Practitioner | BeTheBusiness Mentor | 4 x GB Gold Medalist | First Aid for Mental Health | Certificate in Applied Therapeutic Skills

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Books that relate to policy, politics, social change

I think the following books that relate to policy, politics, social change, and closely associated themes would be great for a Policy Centre Book Club

1. Code of Conduct: Why We Need to Fix Parliament – and How to Do It - By: Chris Bryant
2. Politics on the Edge: A Memoir from Within - By: Rory Stewart
3. The George Orwell Complete Collection: 1984; Animal Farm; Down and Out in Paris and London; The Road to Wigan Pier; Burmese Days; Homage to Catalonia; Essays; and More - By: George Orwell
4. Caste: The Origins of Our Discontent - By: Isabel Wilkerson
5. Utilitarianism/On Liberty - By: John Stuart Mill
6. Power Moves: Lessons from Davos - By: Adam Grant
7. The Assault on Truth: Boris Johnson, Donald Trump and the Emergence of a New Moral Barbarism - By: Peter Oborne
8. Rules for Revolutionaries: How Big Organizing Can Change Everything - By: Zack Exley, Becky Bond
9. The Body Keeps the Score: Mind, Brain and Body in the Transformation of Trauma - By: Bessel van der Kolk
10. Out of the Wreckage: A New Politics for an Age of Crisis - By: George Monbiot
11. War and Peace and IT: Business Leadership, Technology, and Success in the Digital Age - By: Mark Schwartz
12. A Seat at the Table: IT Leadership in the Age of Agility - By: Mark Schwartz
13. WTF?: What have we done? Why did it happen? How do we take back control? - By: Robert Peston
14. Understanding Power: The Indispensable Chomsky - By: Noam Chomsky, John Schoeffel - editor, Peter R. Mitchell - editor
15. The Madness of Crowds: Gender, Race and Identity - By: Douglas Murray
16. Narconomics: How to Run a Drug Cartel - By: Tom Wainwright
17. Inside Story: Politics, Intrigue and Treachery from Thatcher to Brexit - By: Philip Webster
18. The Cold War: A World History - By: Odd Arne Westad
19. Bad Blood: Secrets and Lies in a Silicon Valley Startup - By: John Carreyrou
20. Hitch-22: A Memoir - By: Christopher Hitchens
21. A History of Russia: From Peter the Great to Gorbachev - By: Mark Steinberg, The Great Courses
22. Red Notice - By: Bill Browder
23. Bad Pharma: How Drug Companies Mislead Doctors and Harm Patients - By: Ben Goldacre

These selections cover a range of topics within the broader categories of policy, politics, and social change, including memoirs and analyses from political figures, discussions on societal structures and injustices, and critiques of current and historical political climates.

What books would you suggest - especially as regards policy, politics, social change in Jersey