The Iceberg of Innocence – Knowledge is King
A Shift in the Air
There's been a noticeable change in the business landscape recently. Organisations are suddenly very keen to tackle the Psychosocial Hazards legislation and compliance. It's as if a switch has been flipped, and it's certainly stirred things up!
I suspect it must be linked to the rising stress levels and workloads teams are experiencing everywhere. In my work with high-performing teams in fast-paced environments, it's becoming clear that we've been pushing the boundaries for a bit too long. Something needs to shift, and soon.
From Compliance to Performance: A Natural Progression
Here's the interesting part about this compliance journey – it's a short leap from ticking boxes to boosting performance. When businesses dive into the compliance process, they naturally uncover issues that leadership wasn't even aware of. The very first step in the process needs to be Identifying the Hazards (not assuming we know what they are).
Basically, leadership does not know the issues that staff experience on a daily basis at work. This speaks to psychological safety and stigma and people feeling burnt out and unable to keep up, but not willing to share their struggles.
It reminds me of Yoshida's "Iceberg of Ignorance", which I've started calling the "Iceberg of Innocence" for a more positive spin.
This increased awareness leads to some great outcomes:
A workforce that feels seen and heard
Improved team cohesion and engagement
Enhanced performance and productivity
Better staff retention
A stronger Employee Value Proposition
Demystifying 'Psychosocial Hazards'
I’ve been saying all along, the term 'Psychosocial Hazards' isn't the most user-friendly. It feels like it should be wearing a white lab-coat! Personally, I'd prefer 'Work-related mental health harms', but we'll work with what we've got.
It stems from the Biopsychosocial Model used in medicine, which looks at how biological, psychological, and social factors interact to affect our health. In the workplace, we focus on the psychological and environmental elements – the areas where we can make a real difference.
This is where I'm dedicating most of my energy now – helping leaders and teams achieve greater performance through better understanding and management of these psychosocial factors. It's incredibly rewarding work.
If you're curious about how this approach could benefit your organisation, I'd be happy to have a chat. No obligations, just a friendly discussion. Click the link below to find a time that suits you.
https://calendly.com/markbutler1/session-with-mark-butler
A Personal Note: Joining WFMH
On a final note, I'm excited (and, admittedly, more than a bit nervous) to share that I've been invited to join the World Federation for Mental Health - Workplace Mental Health committee.
Founded in 1948, WFMH is an international organisation dedicated to advancing mental health globally. This opportunity allows me to collaborate with leading minds in the field to improve workplace wellbeing worldwide.
I'm looking forward to contributing to strategies that will support healthier, more resilient work environments around the world.
Thank you for your continued support and engagement. Here's to creating healthier, more productive workplaces together!
