The Psychology Behind The “HEAL” Method and How It Helps You Become Happier

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Human emotions are complex, but we’re often guilty of oversimplifying them. If you’ve ever been on the receiving end of a well-meaning but misguided “Don’t worry, be happy” or “Try not to worry”, you’ll understand.

Because when we talk and think about happiness as a general outlook, we tend to sort people into two camps: “glass half full” and “glass half empty”. For a long time, even psychologists have considered personalities as one or the other, but as new research has found, this may not be the case.

According to University of California Berkeley researchers, it’s actually possible to actually learn new ways to activate your feelings of engagement in a positive experience. Put simply: it’s technically possible to teach yourself to be happier.

According to the researchers, people’s ability to get the most out of positive experiences can indeed be strengthened through training. This means learning to savour positive experiences in order to experience them in a heightened way.

As Psychology Today explains, the idea behind the model is that by learning to engage in a positive experience, you develop a greater sense of resilience and self-worth. “These feelings help to create an “upward spiral” in which good times build on themselves, further enhancing your happiness,” it explains.

“Even when ‘external supports and familiar activities are less available’, such as those restrictions in effect during the Covid-19 pandemic, you ‘are left internally with whatever psychological resources’ you’ve managed to acquire.”

Good news indeed for anyone currently self-isolating or dealing with the continued uncertainty of the Omicron variant.

How the HEAL Model Works

There are four distinct steps.

1. Have the enjoyable experience.

This can be done physically, by doing it, or mentally, by conjuring it up, such as thinking about someone who cares about you.

2. Enrich the experience through these sub-steps

Then, the research suggests, the key is to enrich the experience by making it as long-lasting as possible, and keeping it active in your consciousness.

“Focus on multiple aspects of the experience, including its meaning, your perceptions and sensations, the way it feels and taking action. Increase the novelty of the experience so that it sticks out more in your mind and heighten the personal relevance of the experience by delving into your feelings about it.”

Then, the experience can be intensified through “up-regulating” your emotions, or reliving the parts that feel good.

3. Absorb the experience

This involves making a deliberate effort to internalize it so that it feels like a part of you.

“Turn attention inward to your emotional state and highlight the reward value of the experience.” For example, after a night out with friends, spend some time reflecting on how socializing made you feel, what particular parts you enjoyed and what you gained from the experience.

4. Link positive and negative material

Of course, there are plenty of experiences in our lives that we might struggle to attach positive meaning to, from a parking ticket to experiencing grief and loss.

“Focus on something positive even while you’re aware of negative material in the background,” suggest the researchers. “For example, become more involved in the film you’re watching while still noticing that your dread of the coming work day continues to persist. The positive should ultimately drown out the negative in this step.”

How to Become Happier In Your Own Life

It goes without saying that no research, this included, is a magic bullet to improving wellbeing, tackling depression and helping balance our emotions in such difficult times. But it does offer the possibility of being able to learn new ways of experiencing the good times in your life.

“Fulfilment may not come naturally to you, but by letting the enjoyable experiences change you at a deeper level, those good times can become both more frequent and more long-lasting,” Psychology Today explains.

So whether you’re gearing up for New Year’s Eve celebrations, practising some much-needed self-care or planning some time off from the chaos of the world, maybe one thing we can all resolve to do is to stop and smell the roses from time to time?

By: Amy Beecham, Stylist

Source: The Psychology Behind the “HEAL” Method and How It Helps You Become Happier

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Investing In The Home Office Of Hybrid Employees Pays Off. Here’s Why

Businesspeople discussing business on virtual staff meeting during pandemic...getty

A new study by Logitech of 3,000 employees and 1,000 IT hardware decision makers in large organizations found that 89% struggle with video and 85% with audio in their work from home office. Less than 40% received accessories other than mice and keyboards from their organizations.

While these results are concerning, I didn’t find them surprising. When working with client organizations to help them figure out the best hybrid work arrangements, I invariably get pushback when I bring up investing into hybrid worker home offices. CFOs don’t want to “waste” money on employee home offices after already paying for a set-up at the office; in turn, IT and facilities directors express reluctance to stretch their already-thin resources to support the tech and ergonomic needs of staff working from home.

After all, these leaders say, we already gave in to employee demands for flexibility and allowed them to work from home part of the time. They can pay for their own equipment and furniture.

The Reality of Work From Home Office Setups for Hybrid Employees

In reality, the large majority of workers don’t pay to equip their home offices. When I ask about this issue in focus groups for my clients, employees tell me it’s the company’s job to fund their work from home needs. They feel it would be unfair for them to buy whatever they need for their home office just for the sake of doing work for the company. Indeed, in a survey I ran on LinkedIn with over 200 respondents, over two-thirds of respondents believe companies should cover the costs of equipment.

So they end up struggling with technology and ergonomic challenges. Doing so harms their productivity, since they can’t work as effectively. It undermines their wellbeing, due to physical discomfort from lack of ergonomic furniture and mental discomfort from concerns about how they appear on camera. It undercuts retention, because staff feel frustrated and resentful over not having the equipment they need to do their job well.

And it hurts their collaboration and communication: poor video and audio quality are a bigger problem for those the employee is communicating with rather than for the employee themselves. That involves other employees, but also external stakeholders, such as clients, vendors, and investors.

All of that harms company bottom lines: as I tell leaders with whom I work, do they really want to lose a sale because they didn’t get a good microphone for their sales staff? That’s not an exaggeration: the Logitech study found that 37% of respondents hold video calls with clients.

With 79% of companies switching to a hybrid work modality, according to the EY Work Reimagined Employer Survey, a large portion of the work employees do for a company will be done from home offices going forward. Given that, I tell my clients that it’s imperative to invest in equipping staff for work from home.

Logitech Insights on Challenges and Opportunities for the Work From Home Office

To find out more about the challenges and opportunities of equipping hybrid workers, I interviewed Simon Dudley, Head of Analyst Relations at Logitech, about the release of their study. He told me that Logitech discovered a common experience among most survey respondents.

At the start of the pandemic, companies told staff to grab whatever they could from the office in the transition to remote work. And that’s what staff mostly ended up using for their home office, along with whatever additional equipment more tech-savvy staff had at home or, in some instances, chose to buy online.

IT departments adopted a reactive posture: as Dudley stated, “IT departments sit there and basically wait for the phone to ring for someone to complain, on which point they go and try and fix that problem.” The problem with that posture? Most staff members “don’t even know what they could do to make their life better. But they do know what they’ve got today isn’t great.”

The Logitech study confirms employee concerns: 64% struggle with poor or inadequate light in their homes; 60% have poor sound quality through computer speakers; and 58% need to sit in an uncomfortable position to be on camera. They waste valuable work time figuring out technology: 53% check if their speakers and microphone are working, 41% fiddle with the viewing angle of their camera, and so on.

Yet staff don’t feel it’s right or fair for them to purchase better equipment and furniture themselves, and don’t feel empowered to reach out to IT or facilities to fix these problems. As Dudley said “the users are like, well, I assume this is the best that’s available. I mean, they’ve given me a laptop. I’ve got all the things, how can I say to the IT department, I want better when they don’t even know better exists?”

Of course, it’s not only IT and facilities that need to step up. Dudley pointed out that HR needs to get involved. After all, they are responsible for talent management. Optimizing employee productivity, wellbeing, and collaboration through support for worker home offices should be a major concern for them.

Dudley told me that it’s simple: just go to HR and ask them “how much does it cost you when your workers are off sick with RSI issues or with eye strain or with migraines.” By comparison, the cost of equipping a home office is small, and this wellbeing benefit doesn’t account for boosted productivity and collaboration.

Work From Home Office Funding: A Case Study

Then, I asked Dudley to give feedback on how I helped my consulting clients determine how to support the home offices of their workers, using the example of the University of Southern California’s Information Sciences Institute.

First, we surveyed staff to determine their needs and concerns regarding technology and furniture, focusing on how we can help them be more productive and have better ergonomics and wellbeing. We encouraged employees to volunteer any suggestions on specific technology and furniture solutions they found to be a good fit for their needs. We also had the Institute’s IT and facilities staff conduct in-depth research of market options based on survey results.

Then, we determined an initial list of standardized equipment that IT and facilities felt comfortable they could support in employee home offices. We shared the list with staff members in another survey, and revised it based on their responses.

Next, we purchased equipment for staff members and shipped it to their homes. For anyone who needed help with the equipment, we arranged for home visits by IT and facilities staff. To address tax concerns, we developed a policy asking staff members leaving the organization to donate any bulky furniture that was impractical to return to facilities. Finally, we covered the costs of fast broadband for staff.

Dudley applauded this approach as exemplary. He did highlight that sometimes staff don’t know what they need because they may not be aware of relevant capabilities, and thus encouraged providing more hands-on guidance and expertise. I integrated that approach into my work with future clients.

Conclusion

In short, failing to invest in hybrid worker home offices is penny wise, but pound foolish. We know that much if not most of the work done by staff members for the large majority of companies going forward will be from home offices. And the large majority of employees won’t buy quality tech and furniture:

They feel it’s not fair to ask them to do so. Companies that fail to invest in home offices will lose out on productivity, wellbeing, retention, collaboration, and communication, all of which will reflect poorly on their bottom lines.

I help leaders use hybrid work to improve productivity and retention while cutting costs as the CEO of the boutique future-of-work consultancy Disaster

Source: Investing In The Home Office Of Hybrid Employees Pays Off. Here’s Why

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Why Eight Hours a Night Isn’t Enough, According To a Leading Sleep Scientist

KCaptionPhoto by (Xavi Gomez/Cover/Getty Images)

For something that we spend a third of our lives doing (if we’re lucky), sleep is something that we know relatively little about. “Sleep is actually a relatively recent discovery,” says Daniel Gartenberg, a sleep scientist who is currently an assistant adjunct professor in biobehavioral health at Penn State. “Scientists only started looking at sleep 70 years ago.”

As anyone who has lay awake at night contemplating the complexities of the universe can attest, sleep is a slippery beast. It involves a complex web of biological and neurological processes, all of which can be thrown off by something as simple as a partner’s nasal trumpeting or a coffee too late in the day.

There are also many, many misconceptions about sleep: that you can “catch up” on the weekend for lost hours of shuteye. That you can get by on four hours’ sleep a night. That a nip of whiskey before bed helps you sleep better. Even that eating cheese before snoozing causes nightmares.

To set the record straight about being horizontal, Quartz spoke to one of the world’s most-talked-about sleep scientists. Daniel Gartenberg is currently working on research funded by the National Science Foundation and the National Institute of Aging and is also a TED resident. (Watch his talk on deep sleep here.) He’s also an entrepreneur who has launched several cognitive-behavioral-therapy apps, including the Sonic Sleep Coach alarm clock. All that with 8.5 hours of sleep a night.

Some topics we cover:

  • why 8.5 hours of sleep is the new eight hours
  • the genes that dictate if you’re a morning person or a night owl
  • why you should take a nap instead of meditating
  • how sleep deprivation can be a tool to fight depression
  • why sleep should be the new worker’s rights
  • and tips on how to get a better night’s rest (hint: it’s not your Fitbit)

You can also read Gartenberg’s comments on “sleep inertia”—the scientific reason why you feel so groggy when you wake up—here.

This interview has been lightly condensed and edited for clarity.

Quartz: Why do we need sleep?

Daniel Gartenberg: Every organism on the planet sleeps in some fashion, to some degree—even the basic fruit fly. What makes sleep so essential for our wellbeing comes down to three main things: to save our energy, to help our cells recover, and to help us process and understand our environment.

This third one is what I study. The “synaptic homeostasis hypothesis” is this idea that during the day, we make all these connections with the world around us. It used to be like, “Don’t go over there—the lions live there now.” Now it’s like, “What did Barbara say to me in the office?” These excitatory connections we make during the day result in the neurons in our brains getting overall higher activation.

Then during the nighttime when we sleep, we have a downregulating process where the things that didn’t really matter to your survival sink to the bottom, and the things that are most relevant to your survival rise to the top. What deep sleep does is all the neural processing, and what REM sleep [rapid-eye-movement sleep] and light sleep do is basically integrate that into your long-term personality and understanding of the world.

What other differences are there between deep sleep and REM sleep?

DG: A lot of people don’t understand that these are two very, very different processes. A lot of people probably learned from basic psych in high school that you have these sleep stages: light sleep > deep sleep > light sleep > REM, and repeat. As you sleep more, you get less and less deep sleep, and also if you sleep-deprive yourself, you get more deep sleep.

During deep sleep, you get these long-burst brainwaves that are called delta waves, but during REM, your brainwaves are actually functioning very similarly to waking life. Your body is also paralyzed during REM—it’s a very noticeable physiological difference. You also lose thermo-regulation, meaning if it’s hot in your environment, your body gets hot, kind of like you’re a chameleon.

Your whole thing is that deep sleep is more important than REM sleep. Why?

DG: It’s an ongoing debate in the literature—really, it’s both. Deep sleep is really important, but REM sleep is also important. We know that the human growth hormone, cell-recovery things, and the ability to process new information are associated with deep sleep. REM sleep is basically the processing of information.

Asking for the workaholics in the room: Do we really need that much sleep?

DG: A professor I collaborate with at Penn State named Orfeu Buxton says that 8.5 hours of sleep is the new eight hours. In order to get a healthy eight hours of sleep, which is the amount that many people need, you need to be in bed for 8.5 hours. The standard in the literature is that healthy sleepers spend more than 90% of the time in bed asleep, so if you’re in bed for eight hours, a healthy sleeper might actually sleep for only about 7.2 hours.

That being said, some people are short sleepers: You can do a test to find out if you have genetic makeup that makes you a short sleeper. That’s rare, though, so by and large, people are not getting enough sleep. Getting half an hour less than what you need to really adds up over a week period.

To see how much sleep you really need, my professor suggests that when you go on vacation, try to stick to your normal bedtime and then see what time you wake up. With no stressors or time to get up, you’ll just fall into a natural pattern, and that’s probably how much sleep you actually need.

I normally get around six to seven hours of sleep a night and feel fine. But is that just because how I feel has become my normal operating mode, and I could really be functioning at a higher level?

DG: Right. That’s like the fish and the fish bowl phenomenon: The fish doesn’t know that he’s in the fishbowl, nonetheless that he’s in water. Also, when you’re sleep deprived, research has shown that you’re really bad at being able to tell that you’re sleep deprived.

A lot of this has to do with stress in our environment and our external need to work all the time. This is what’s driving the fact that we’re sleeping so poorly nowadays.

How else does the workplace affect sleep?

DG: I think of sleep like the new worker’s rights: We’re being worked to the point that we’re not sleeping, and it’s having physical detriments on our health and wellbeing.

People should be able to sleep like they’re able to get healthcare. This also means making our work environments more conducive to sleep. For optimum productivity, we need around eight hours of sleep, right? But that doesn’t have to be in one go. Maybe I’ll get a little less than that during the night, and then I’ll take a 20-to-30-minute power nap at midday. There’s a siesta for a reason! New Yorkers oftentimes try to pound through with coffee and whatever, but giving in to your natural circadian rhythm during that afternoon lull might be a good thing. We weren’t made to produce for eight hours straight.

Let’s talk more about circadian rhythms. What are they, and why are they responsible for that mid-afternoon slump?

DG: We evolved from bacteria in the ocean that could differentiate sunlight from darkness—that’s what ended up forming the human eye. That means every organism is responsive to a circadian rhythm that’s largely dictated by sunlight. The photo receptors in our eyes pick up on sunlight, which controls the release of melatonin and all these other neurotransmitters that dictate your energy levels throughout the day.

You have a peak moment of awakeness during the morning. After lunch you usually have a glucose spike, especially if you have a big heavy lunch, like a cheeseburger. That glucose spike combined with a circadian dip gives you a period of fatigue between around 2 and 4pm. You’ll then have another spike in alertness right before dinner, and then you’ll start getting tired again closer to bedtime. That’s your 24-hour circadian rhythm, basically.

Then there’s also something called “chronobiology.” You actually have genes that dictate whether you’re a morning person or an evening person.

Wait—what? Really?

DG: Yeah! If you’re a morning person, they call it a lark. If you’re a night person, they call it a night owl. Your genes give you a greater proclivity to being a lark or an owl. And then some people have genes that make them very flexible. The environmental cues they react against are called zeitgebers.

Lightsabers?

DG: Zeitgebers! It’s this weird German word. There’s a lot of cool words in sleep: like the photo receptors control the release of melatonin by sending signals to the suprachiasmatic nucleus, just like supercalifragilisticexpialidocious.

Anyway, basically your biggest zeitgeber is sunlight, and that’s the environmental cue that controls energy levels as well. But then also timing of meals, exercise, and having a consistent bedtime are all zeitgebers that impact your circadian rhythm. A bigger part of the problem is that we’re indoors so much now, so we don’t get that natural occurring sunlight when you wake up in the morning. That’s one of the best things that you can do to entrench your circadian rhythm.

If your circadian rhythm is off, it negatively impacts your sleep quality. So having that consistent rhythm of going to bed and getting up at the same time will actually make your sleep more regenerative at night. Going for a walk outside and getting that sunlight in the morning is the best thing to do to wake up. Your circadian rhythm isn’t a fixed thing: It’s actually shiftable based on your environmental cues.

If you wake up in the middle of the night (say, to go to the bathroom) but get back to sleep quickly, does that screw around with your sleep quality?

DG: It varies. There’s no clear answer. In our studies, we’ll play really loud sounds that people have no conscious awareness of at all: We can play a sound literally at 70 decibels, which is like someone screaming, and that’ll wake them up briefly and then they’ll go right back into the sleep stage that they were in. Other times you can get a full awakening, and you’ll have to go through the process again.

It’s actually pretty normal to wake up during the night, anyway. In The Canterbury Tales, one of the oldest manuscripts in English culture, they describe “second sleep.” There’s some evidence that we used to go to bed when the sun went down, then wake up for a little bit at night—putter around, make sure we’re not getting eaten by a lion—and then go back to sleep. So it’s pretty normal to like wake up in the middle of the night and use the bathroom or whatever.

How is society changing our relationship with sleep? What will be the consequences of this?

DG: Gallup has reported that over the past 50 years, we’re sleeping a whole hour less per night than we did in the 1950s. That’s a lot. A lot of that has to do with having TV on all the time, and mobile phones are taking it to the next level. But I think the biggest issue right now is the lack of work/life balance. I mean, I’m an entrepreneur, so I feel like I’m basically always “on”. A lot of people have jobs where they’re getting emails all hours the night, and there’s no longer a nine-to-five schedule.

I think that’s why meditation is so in vogue right now. But I actually think sleep is a more regenerative process than meditation. A lot of times people talk about doing meditation around midday, but for most people I would recommend a quick power nap instead of a quick meditation.

But if I try to take a powernap at lunch and can’t get to sleep, haven’t I just wasted 20 minutes of my day that I could have been meditating—or working?

DG: Even when you close your eyes and turn off your brain for little bit—even if you don’t fully fall asleep—your brain creeps into theta waves. Similarly, when you meditate, you get a little bit of theta. So if you’re one of these people who really has a hard time with napping, maybe meditation could be better.

The most important thing is taking that time off—it’s more conducive to your productivity. A lot of times people think they can like fight through and push harder and harder and harder to get better results, but sleep can give you that, too. When you transition in and out of sleep, your brain produces theta waves, which help you think more divergently. That’s why a lot of times when you wake up from a power nap or from sleeping, you’ll be able to solve that intractable problem that you couldn’t earlier in the day. That’s one of the reasons I think taking a break—whether it’s meditation or nap—during that circadian dip can be much more conducive to productivity.

This is especially true for creative jobs. Jobs used to be very manual, but as jobs are becoming more and more cognitive, I think caring for your cognition is going to become increasingly important for the work.

What are some tips for getting a better sleep?

DG: You want a cold, quiet environment with no light: That’s basically the ideal way to improve your sleep quality. However, people have a different ideal sound, light, and temperature environment to improve their sleep quality. We need stimulus control: You want to save the bedroom for sleep and sex.

SOUND: We focus on sound a lot. Quiet environments are going to improve your sleep quality. Your brain has these micro arousals throughout the night without you being consciously aware of it—even an air-conditioning unit turning on wakes up your brain. So blocking out noises is a low-hanging fruit to improve your sleep quality. Bose just released an earbud that you can sleep with, for example.

There’s this new finding where playing sounds at a certain frequency when your brain is in deep sleep actually increases the percentage of time spent in deep sleep. We’re publishing this paper in Society for Neuroscience Conference in a couple of weeks, and it’s basically what my TED talk is about. Playing these pulses at the same frequency as your deep-sleep brainwaves primes more deep sleep. Scientifically speaking, it’s a similar process as transcranial direct-current stimulation, except it doesn’t use electricity—just sound. Sound gets transmitted into electricity because you’re picking up on the auditory cortex while you’re sleeping.

TEMPERATURE: This is a big problem, especially if you have a sleep partner. Everyone has different natural body temperatures, and usually men run hotter than women, but it can go either way. That can be a big issue if you have a different body temperature, because then no one’s happy. I wrote this article called “Split blankets, not beds,” where I said that you shouldn’t share the same comforter. Of course it’s nice to share, and I do that at some points, but it’s also important to have different bedding on your bed so you can have that lighter sheet or comforter to try to mitigate differences in body temperature. There’s also something called a chili pad. You put on half of your bed and it’ll dictate the temperature level on your half if you run at a different temperature than your sleep partner.

LIGHT: The other thing is no blue light close to bedtime. There are a lot of studies that screen time close to bed is bad. One of the ideal ways of using our app is to connect it to your Bluetooth speakers so that you can put your phone in another room: There is something important to not having your phone in reach, because then you’re looking at the screen and getting the brightness. If you live in the city and there’s bright lights at night, having blackout shade can also be super useful.

STRESS: When you’re stressed, your flight-or-fight response is active during the night, and your sleep quality is going to be shallow. It’s natural: If you have kids, you are programmed to be able to respond to your environment during the night to make sure you’re not getting eaten by a predator. Parents have this issue when their fight-or-flight response system is overly activated by worrying about their kid, and that worry actually makes their sleep quality worse.

One of the things I recommend to people who have a racing mind and worrying thoughts about work is to segment a time to get it out during the day—encapsulate it in a little mental box so you’re not laying down in bed and just having your mind race about all these things.

How do you feel about sleep trackers and wearables?

DG: Probably the most common wearable to measuring sleep right now is the Fitbit. I’ve studied these devices in depth in a well-controlled laboratory experiment where we’re monitoring brainwaves. I can say the Fitbit is pretty accurate in measuring when you’re asleep and when you’re wake, but when it comes to measuring sleep stages, basically any device that measures heart rate, like the Apple Watch, is totally inaccurate. That’s because they don’t sample at the frequency necessary to get a good read on your sleep stages.

Fitbits can also cause bigger problems, because they stress you out about the fact you think you’re not getting enough deep sleep—even though they’re not good at accurately measuring sleep stages.

What about people who mess with their sleep cycle and try things like the da Vinci method, where you take a 20-minute nap every four hours?

DG: That polyphasic sleep stuff? I mean, it’s just not enough sleep. It’s ridiculous.

I haven’t seen a study that empirically shows that it’s helpful. There is certainly a false myth that we need eight hours of continuous sleep: I think it’s possible to have your sleep be a little bit broken up and be perfectly healthy—but getting that eight hours is crucially important. The thing is that the placebo effect in some of these polyphasic sleep methods runs really high.

There have also been some studies showing that sleep deprivation could be a tool to combat persistent depression. How do you feel about that?

DG: That was really interesting. If you have an extreme case of depression, sometimes some therapists will sleep deprive you a little bit. It’s basically to activate your fight-or-flight response and jolt you out of your depression. But things like empathy and working with others are also impacted when you’re sleep deprived, and you’re also more sensitive to pain. Some people are studying this link to address the opioid epidemic and through actually sleeping better: Chronic pain might be associated with deep sleep.

By: Georgia Frances King , Quartz

Source: Why Eight Hours a Night Isn’t Enough, According to a Leading Sleep Scientist

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Related contents:

“Brain Basics: Understanding Sleep | National Institute of Neurological Disorders and Stroke”. http://www.ninds.nih.gov. Retrieved 15 February 2023.Krueger JM, Frank MG, Wisor JP, Roy S (August 2016).

Sleep function: Toward elucidating an enigma”. Sleep Medicine Reviews. 28: 46–54. doi:10.1016/j.smrv.2015.08.005. PMC 4769986. PMID 26447948.

“Sleep-wake cycle: its physiology and impact on health” (PDF). National Sleep Foundation. 2006. Archived (PDF) from the original on 30 August 2017. Retrieved 24 May 2017.Bingham R, Terrence S, Siegel J, Dyken ME, Czeisler C (February 2007).

Waking Up To Sleep” (Several conference videos). The Science Network. Archived from the original on 24 July 2011. Retrieved 25 January 2008.Joiner WJ (October 2016).

Unraveling the Evolutionary Determinants of Sleep”. Current Biology. 26 (20): R1073–R1087. doi:10.1016/j.cub.2016.08.068. PMC 5120870. PMID 27780049.Keene, Alex C & Duboue, Erik R. (12 June 2018).

The origins and evolution of sleep”. The Journal of Experimental Biology. 221 (11). doi:10.1242/jeb.159533. PMC 6515771. PMID 29895581. Retrieved 10 January 2023.Randall DK (19 September 2012).

Book excerpt: How the lightbulb disrupted our sleeping patterns and changed the world”. National Post. Archived from the original on 7 April 2019. Retrieved 31 August 2016. “… the sudden introduction of bright nights during hours when it should be dark threw a wrench into a finely choreographed system of life.

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Managing Stress At Work: Three Things Your Employer Could Do For You

Earning a living can be stressful. Whether it’s time constraints, difficult colleagues, a lack of autonomy, or an unreasonable workload, it’s hard to think of a job that doesn’t come with a certain amount of pressure.

This can have a negative impact on a person’s mental and physical health, and is a major cause of long-term absence from work. An excessive level of stress is bad for people, and it’s also bad for the organisations they work for.

Often though, the responsibility for managing stress is left with the employee. Employers tend to think their role lies in helping staff better manage their own individual situations, perhaps by changing their own behaviour or perceptions.

This may involve things like time management workshops or mindfulness classes – ideas directed at the individual with the aim of enabling them to be better at their job.

But these kinds of interventions place the burden of ultimate responsibility on the employee. And in doing so, organisations feel less obliged to alter the stressful environment by increasing resources, reviewing job descriptions or improving manager training. To get an alternative view, I spoke to employees about their experiences of attempts to reduce stress levels in the work place. And here are three things your organisation could actually do for you to reduce work related stress

1. Identify stress points

It is impossible to tackle the causes of stress if an organisation doesn’t know what they are. During my research, participants spoke of the importance of initiating and maintaining dialogue between various groups including employees, trade unions, human resources and senior management.

This can be done by regular “pulse checking”, using surveys or one-to-one reviews and a continual observation of staff wellbeing. One housing association employee told me that at their work place, “the union was hammering on the door to [hold] a stress survey”. She added: “[Management] know it’s a top issue.”

2. Train managers

My research suggests that the role of managers is a key part of employee wellbeing. Managers tend to be the ones in charge of setting deadlines, communicating expectations and dealing with employees’ successes and failures.

Due to their crucial role, it is vital that any employee with managerial responsibilities receives proper training. This could cover aspects of making deadlines reasonable, being educated on the various help mechanisms that the organisation has in place for their employees and tools to help managers identify stress in their teams.

Management training can – and should – look different in every organisation and department due to their unique qualities and challenges.

One major management quality that was underestimated (but considered by many to be invaluable) was compassion. Although some of my participants had very demanding jobs and personal circumstances, having a compassionate and well informed manager made all the difference to their day-to-day lives.

Someone who works in higher education commented: Management skills are not just about delegating the work – [they are about] building a team, recognising when people are struggling, and [being able] to approach that. It’s really personal.

Another said: “Some managers can be very supportive and understanding, but some managers would just say: ‘Do this, and I want it done today.’”And one respondent noted: “I think I’ve got the best manager going. She’s not only my manager, she’s my friend as well, and that’s nice. I can talk to her.”

Compassionate management can be as simple as asking how an employee is doing, properly listening to them, and perhaps a small gesture like having a cup of coffee together. It sounds simple, but compassion towards employees and colleagues tends to depend on individual behaviour rather than being something that is encouraged systematically at an organisational level.

3. Make someone responsible

When I asked who was responsible for managing stress in an organisation, many of the people I spoke to gave conflicting answers. Some (after much thought) said it was the HR department, while others (including a member of an HR department) said it was occupational health professionals.

A housing association employee described a situation where “there’s lots of work to be done [around stress] but no one is leading on it, no one is joining it up”. They added: “It’s all been very hit and miss.”

The lack of clarity is an obvious cause for concern. If nobody knows who is in charge of a particular aspect of employee wellbeing, it is unlikely to be properly addressed. There needs to be clarity – and accountability – around who is responsible for managing stress, so that initiatives can be put in place, and so that people know where to turn when they need help.

By:

Teaching Associate in Human Resource Management, University of Manchester

Source: Managing stress at work: three things your employer could do for you

.

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The Skills You Need for Happier Relationships With Family

This holiday season, many of us gathered with our families, some for the first time since the COVID-19 pandemic began. While time with loved ones can be heartwarming, family dynamics can also be complex and challenging. We offer insights around some of these relationship challenges and skills for building stronger relationships in our Science of Happiness course, a free, eight-week online course that explores the roots of a happy, meaningful life.

When we asked students in the conclusion of the course how the journey had impacted them, they shared everything from small habit changes to big life transitions. But one of the themes that kept coming up was how the course enhanced their sense of connection with family.

Family is key to well-being

In an opening discussion in the course, we asked students all around the world what makes them happy. The overwhelming response revealed how important family is for happiness.

Annette, a new student in the course, summarized it this way:

“The things that make me happy are spending time with my family and my dog, seeing my children grow and prosper in adulthood, being able to be independent despite physical limitations.”

Many students identified family relationships as their main focus for improvement through the course. They described many difficulties in these intimate relationships, as well: Juggling work and home life can be challenging, and when we are stressed, we often project our negative emotions on to our loved ones.

For example, Yainak, a student who recently completed the course, reflected:

“When I was terribly busy raising my children and I didn’t have the time to be considerate of others, it was difficult for me to be grateful to others, and I would only complain, wondering why I was the only one having a hard time. I couldn’t even be generous to my husband, who was the closest to me. At that time, when I got together with other housewives, the main topic of conversation was complaining about our husbands.”

Research suggests that family relationships can help us cope with stress, form healthier habits, and enhance self-esteem, leading to higher well-being. So how do we strengthen our family relationships?

Skills for happier family relationships

Each of the course’s eight weeks focuses on a specific theme, and many of these are very relevant to our family relationships.

Forgiveness. Conflict is inevitable, especially in close relationships, and our forgiveness lessons in the course center on forming genuine apologies, as well as activating compassion as we consider forgiving others.

For example, students learn the process of forgiveness based on research by Fred Luskin. Once you acknowledge your feelings and make a commitment to forgive, the steps also include soothing yourself when you feel upset and focusing on your positive goals for the future rather than past hurts.

Student Anna recalls many “family members’ relationships crushed due to unwillingness to forgive,” and emphasizes that “with family members who you care about, it’s OK to be the first one to apologize to the other for the situation you are in without blaming one or the other.” Many students agreed with this observation, acknowledging how the simple action of apologizing first can initially be uncomfortable and difficult—but ultimately worthwhile.

Gratitude. One practice, the Gratitude Letter, was particularly popular in the course. Students wrote letters expressing thanks to people they hadn’t properly thanked, and delivered them in person if possible, creating the space for heartfelt conversation.

Jackie, a new student in the course, shared:

“I wrote the letter to my mom and called her. It was moving and powerful for her, even though I thank her all the time, this delivery was more meaningful as I wrote to her to thank her for the person that she is, for her happy spirit and resilience. She cried, I cried, and this exercise made us both very happy and brought us closer together.”

Student Katie created a habit of doing the Three Good Things practice, taking time to reflect on positive moments from the day as a way to bring attention to the blessings in her life. Her partner joined in for this evening ritual, which has strengthened their bond through a short but impactful moment of appreciation.

“I’ve noticed feeling more rested when we do this,” she said. “We laugh more before we sleep and are spending less time looking at screens.”

Yainak also developed a gratitude practice with her husband. “We are now able to express our gratitude to each other, and I am amazed at how happy we feel when we do so,” she said.

Mindfulness and compassion. Throughout the course, students try a variety of mindfulness and compassion practices that can benefit their relationships with their families.

In the Active Listening practice, students practice giving and observing body-language signals during conversations that help deepen connection and enrich communication—like eye contact, smiles, and nods to show you are paying attention.

The mindfulness practices consist of three varieties: Mindful Breathing, Body Scan Meditation, and Loving-Kindness Meditation. Students are encouraged to integrate these practices into their daily habits, and many students reflected on the calm and clarity they get from practicing mindfulness.

Yainak found herself struggling to take care of everyone as a mother, daughter, and wife; all of the time and energy it took had become a chore, so she didn’t feel truly caring. Ultimately, she found that practicing mindfulness was a way of taking care of herself, so she could better take care of others.

She came to this realization during a Mindful Breathing practice, by “relaxing her mind and taking slow breaths.” After the course, she set a goal of creating “a life that helps those around me by gently approaching my own mind and body, then working on myself and imagining a happy future.”

Do you want to explore the roots of your own happiness and deepen your relationships? Sign up for the course in the new year and join our community of like-minded students striving for happier and more connected lives.

Source: The Skills You Need for Happier Relationships With Family

.

Related contents:

The Science of Romantic Love: Distinct Evolutionary, Neural, and Hormonal Characteristics”. International Journal of Undergraduate Research and Creative Activities. 7: 1. doi:10.7710/2168-0620.1036Vangelisti, Anita L. (2011).

Interpersonal Processes in Romantic Relationships” (PDF). In Knapp, Mark L.; Daly, John A. (eds.). The SAGE Handbook of Interpersonal Communication. SAGE Publications. pp. 597–631. ISBN 978-1-4129-7474-5. S2CID 15423545.Meier A, Allen G (2009).

“Romantic Relationships from Adolescence to Young Adulthood: Evidence from the National Longitudinal Study of Adolescent Health”. The Sociological Quarterly. 50 (2): 308–335. doi:10.1111/j.1533-8525.2009.01142.x. PMC 4201847. PMID 25332511.Sassler S (June 2010).

“Partnering Across the Life Course: Sex, Relationships, and Mate Selection”. Journal of Marriage and the Family. 72 (3): 557–575. doi:10.1111/j.1741-3737.2010.00718.x. PMC 3399251. PMID 22822268.Iantaffi A, Bockting WO (March 2011).

Views from both sides of the bridge? Gender, sexual legitimacy and transgender people’s experiences of relationships”. Culture, Health & Sexuality. 13 (3): 355–70. doi:10.1080/13691058.2010.537770. PMC 3076785. PMID 21229422.

Number of U.S. adults cohabiting with a partner continues to rise, especially among those 50 and older”. Pew Research Center. 2017-04-06. Retrieved 2018-04-04.Blum D (2011-12-28).

Love According to Harry Harlow”. APS Observer. 25 (1).Suomi SJ, van der Horst FC, van der Veer R (December 2008).

Rigorous experiments on monkey love: an account of Harry F. Harlow’s role in the history of attachment theory”. Integrative Psychological & Behavioral Science. 42 (4): 354–69. doi:10.1007/s12124-008-9072-9. PMID 18688688.Kim S, Boldt LJ, Kochanska G (2015).

From parent-child mutuality to security to socialization outcomes: developmental cascade toward positive adaptation in preadolescence”. Attachment & Human Development. 17 (5): 472–91. doi:10.1080/14616734.2015.1072832. PMC 4840872. PMID 26258443.Kochanska G, Kim S (January 2014).

A complex interplay among the parent-child relationship, effortful control, and internalized, rule-compatible conduct in young children: evidence from two studies”. Developmental Psychology. 50 (1): 8–21. doi:10.1037/a0032330. PMC 3750102. PMID 23527491.Marceau K, Ram N, Susman E (September 2015).

Development and Lability in the Parent-Child Relationship During Adolescence: Associations With Pubertal Timing and Tempo”. Journal of Research on Adolescence. 25 (3): 474–489. doi:10.1111/jora.12139. PMC 4550307. PMID 26321856.

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ShopFunnels   https://jvz3.com/c/202927/384069/
SocialAgency360   https://jvz1.com/c/202927/385357/
SocialMediaMarketing   https://jvz2.com/c/202927/243553/
SociCake  https://jvz2.com/c/202927/321987
Socifeed   https://jvz6.com/c/202927/375706
SociJam  https://jvz2.com/c/202927/309649
Soronity  https://jvz6.com/c/202927/368736
SqribbleEbook   https://jvz6.com/c/202927/283867
Stackable Picture   https://jvz1.com/c/202927/385046/
Steven Alvey’s   https://jvz2.com/c/202927/351754
Stock Mages   https://jvz2.com/c/202927/388669/
Stoodaio   https://jvz6.com/c/202927/388794/
Storymate    https://jvz3.com/c/202927/320972
StoryReel   https://jvz3.com/c/202927/387813/
StreamPilot   https://jvz2.com/c/202927/385431/
Studioninja   https://jvz1.com/c/202927/374965
Sunday Freebie  https://jvz1.com/c/202927/267113/
Super backdrop   https://jvz8.com/c/202927/376524
Survai    https://jvz8.com/c/202927/380933/
Syndranker    https://jvz3.com/c/202927/378143/
Talkingfaces   https://jvz3.com/c/202927/375550
The Internet Marketing   https://jvz2.com/c/202927/289944
Tonai Voice Content   https://jvz8.com/c/202927/383119/
Toon Video Maker    https://jvz2.com/c/202927/357201
TrafficForU   https://jvz3.com/c/202927/381950/
Trendio  https://jvz3.com/c/202927/381003/
TubePal   https://jvz6.com/c/202927/379863/
Tubeserp   https://jvz3.com/c/202927/370472
TubeTargeter  https://jvz6.com/c/202927/377211
TuneMingo    https://jvz3.com/c/202927/386556/
TV Boss Fire  https://jvz6.com/c/202927/379480/
Ultrafunnels A.I   https://jvz2.com/c/202927/381129/
VIADZ Ad Template  https://jvz4.com/c/202927/379307/
Vidcentric   https://jvz4.com/c/202927/376095
Viddeyo    https://jvz6.com/c/202927/382326/
ViddleInteract   https://jvz8.com/c/202927/388716/
Videevolve   https://jvz4.com/c/202927/381011/
Vidently   https://jvz1.com/c/202927/387798/
Video Campaignor      https://jvz4.com/c/202927/387058/
Video Games   https://jvz3.com/c/202927/184902/
VideoEnginePro     https://jvz2.com/c/202927/372916
VideoGameSuite    https://jvz3.com/c/202927/366537/
VideoRobot Enterprise   https://jvz8.com/c/202927/291061
VidKreate   https://jvz6.com/c/202927/386029/
VidMingo   https://jvz6.com/c/202927/378359/
VidRaffle   https://jvz2.com/c/202927/386840/
VidSnatcher    https://jvz3.com/c/202927/342585
VidVoicer    https://jvz1.com/c/202927/379983/
Vidzura   https://jvz4.com/c/202927/385754/
Viral dash   https://jvz6.com/c/202927/375959
Viral Quotes      https://jvz2.com/c/202927/386984/
VirtualReel   https://jvz8.com/c/202927/376849
Vocalic  https://jvz2.com/c/202927/383848/
VoiceBuddy    https://jvz1.com/c/202927/342854
Voiclet   https://jvz4.com/c/202927/388755/
VR Studio  https://jvz8.com/c/202927/388296/
WebCop  https://jvz4.com/c/202927/378683/
Webinarkit   https://jvz3.com/c/202927/383937/
Webprimo   https://jvz1.com/c/202927/379455/
WordPress Mastery   https://jvz1.com/c/202927/386249/
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WP GDPR    https://jvz8.com/c/202927/299907
WP Simulator    https://jvz3.com/c/202927/46987/
Writer Arc   https://jvz1.com/c/202927/386602/
writing job   https://jvz8.com/c/202927/213027
XBrain Forex   https://jvz3.com/c/202927/372305/
XFUNNELS   https://jvz2.com/c/202927/310335
Xinemax  https://jvz1.com/c/202927/381749/
YoDrive   https://jvz2.com/c/202927/384700/
YoSeller   https://jvz4.com/c/202927/387544/
Your 3DPal   https://jvz2.com/c/202927/381685/
YTSuite   https://jvzoo.com/c/202927/381179
Zappable   https://jvz3.com/c/202927/367328/
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