PROGRESSIVE IMPACT

Nearly every week a new survey appears showing how stressed out workers are today. The damage is visible in its negative impact upon mental health, increased risk of disease and death, lower worker productivity and a range of other harmful consequences. One recent survey found that 83 percent of all workers report stress. That includes people of all ages, baby boomers to Millennials. The sources cited include too much work, insufficient pay, not enough time for rest or sleep, too little leisure time, co-worker conflicts and general work-life imbalance.

But most of those sources have a deeper origin that the surveys and research don’t tap into. Major changes in our society and world have created a “new normal” of continuous turmoil and disruption. This new environment is pushing both organizations and workers to redefine success beyond the long-prevailing rewards of money, power and position; and towards criteria less focused on self-interest but more adaptive to living and working within what is now a “post-careerist” culture. Much current stress reflects the strain of this growing transition. It’s inevitable and necessary.

That is, many men and women, along with the leadership of companies they work for, are already redefining success. The emerging criteria include Read more…

Psychological health in a post-globalized world, Work & Career "4.0" career dissatisfaction, careers, new business model, psychological health, resilience, sustainability, workplace conflicts

It seems like every other day there’s a new survey or research study that shows – again – how stressed-out American workers are, at all levels of career; both men and women. This latest report, by Harris Interactive for Everest College, finds that about 83% of workers report feeling stressed by their jobs. It’s a number that keeps rising, and the usual sources are multiple: pay, too much to handle with too few resources; troublesome co-workers, and work-life balance issues. These are valid sources of stress, but I think these periodic surveys fail to tap into more pervasive, underlying sources of stress and conflict at work: boredom; lack of mesh between the person’s skills and the role; an unhealthy, unsupportive management culture; outright abusive, arrogant and narcissistic bosses, and so forth. I’ve written about some of these issues in previous posts, and plan to address some new versions of these underlying sources of conflict and stress in some future essays.

The current survey was summarized in a Forbes article, by Susan Adams. She writes:

Some 83% of American workers say they feel stressed out by their jobs, up from 73% a year ago, according to a new study by Harris Interactive for Everest College. The No. 1 reason workers feel stressed, according to the survey: low pay. This is the third year of the survey and the third year that less- than-adequate paychecks were the top stressor for workers. The study was conducted by phone among 1,000 adults between Feb. 21 and March 3.

While pay was the biggest source of stress last year, Read more…

Psychological health in a post-globalized world, Work & Career "4.0" career dissatisfaction, careers, psychology, stress, workplace conflicts

Jim, who’s in his early 40s, consulted me about a troubling dilemma. He told me that he’s worked on himself for years, both with and without the help of therapists, and that he’s “tamed many demons” from the traumas and family dysfunctions he experienced growing up. He’s now living a stable and reasonably successful life. Yet he finds himself asking “Now what?” and “Is this it?” He explained that he’s learned to manage and cope pretty well with the residue of conflicts that had, in the past, derailed successful relationships as well as his career. Nevertheless, he feels trapped by the past actions that continue to have a shelf life. And, especially, he wants to experience a more fulfilling, expansive existence, beyond the “flat-lined comfortableness” that Cheryl, a 38-year-old small-business owner, described about her own life.

They and others reflect the impact of living in today’s world, especially since the new century began. Our lives now exist within a new normal of uncertainty and turmoil, of unpredictable events and rapid social change, as well as ever-evolving technology that infiltrates every aspect of daily life. This new environment raises an important question: What describes a fulfilling, positive and psychologically healthy life today? Moreover, what can you do to create it?

That’s where our traditional thinking and prescriptions fall short. Read more…

Midlife Conflict and Renewal, Modern Love, Sex & Relationships, Psychological health in a post-globalized world, Work & Career "4.0" inner life, psychological health, psychology, resilience, spirituality

Companies are evolving and adapting to ongoing, often unpredictable business challenges today. in the context of teamwork and collaboration needs, leaders and the management cultures they build are rethinking the meaning and impact of power. Several new research studies have examined the impact of power and authority upon the behavior and emotional attitudes of people in their career and leadership roles. Much of this research yields useful findings for companies. But some contains significant limitations — and distortions.

Among the latter are many academic studies, based on controlled experiments in which college students are the participants. They construct artificial, experimental conditions, and then draw broad conclusions from the findings. Most seriously, they often neglect to study actual people in business environments. Moreover, some of the studies use definitions of “power” that don’t fit the realities of today’s organizations. Those flaws affect their conclusions.

For example, recent research found that “powerful” people are more likely to Read more…

Politics, Psychological health in a post-globalized world, Work & Career "4.0" globalization, new business model, psychological health, social responsibility, workplace conflicts

Once again, we find more evidence that daily stress has a long-term negative impact on mental health. Any research that highlights this fact is helpful, but it also draws attention to the role our social conditioning plays in generating the stress that debilitates mental health. And that’s not addressed as much as it should be. I’m referring to the ways we learn to behave in our public and private roles – in relationships, in our careers — that define “success,” and what you learn to do to achieve it, in ways that steadily create emotional conflicts. Without addressing those issues, which include over-emphasis on manipulation, self-centeredness, domination-submission struggles, to name a few — it’s difficult to describe what can support the “emotional balance,” the researchers cite as crucial for avoiding long-term emotional problems.

The latest research about this, published in the journal Psychological Science, was conducted by Susan Charles, UC Irvine professor of psychology and social behaviour, and her colleagues. Here’s what they reported:

Our emotional responses to the stresses of daily life may predict our long-term mental health. The research suggests that maintaining emotional balance is crucial to avoiding severe mental health problems down the road. The study examined this question: Do everyday irritations add up to make the straw that breaks the camel’s back, or do they make us stronger and “inoculate” us against later tribulations? Using data from two national, longitudinal surveys, the researchers found that participants’ negative emotional responses to daily stressors – such as arguments with a spouse or partner, conflicts at work, standing in long lines or sitting in traffic – predicted psychological distress and self-reported anxiety/mood disorders 10 years later. Read more…

Midlife Conflict and Renewal, Modern Love, Sex & Relationships, Psychological health in a post-globalized world, Work & Career "4.0" anxiety, career dissatisfaction, psychological health, resilience, stress, workplace conflicts

Evidence continues to mount that the workaholic expectations and demands of many companies are counterproductive. Both observation and research studies show that creativity and productivity increase when the work culture provides time out, so to speak — including periods for naps and vacations. Tony Schwartz, the CEO of The Energy Project, discusses this in a recent New York Times article, and points out that ”A new and growing body of multidisciplinary research shows that strategic renewal — including daytime workouts, short afternoon naps, longer sleep hours, more time away from the office and longer, more frequent vacations — boosts productivity, job performance and, of course, health.”

He writes:

THINK for a moment about your typical workday. Do you wake up tired? Check your e-mail before you get out of bed? Skip breakfast or grab something on the run that’s not particularly nutritious? Rarely get away from your desk for lunch? Run from meeting to meeting with no time in between? Find it nearly impossible to keep up with the volume of e-mail you receive? Leave work later than you’d like, and still feel compelled to check e-mail in the evenings? More and more of us find ourselves unable to juggle overwhelming demands and maintain a seemingly unsustainable pace. Paradoxically, the best way to get more done may be to spend more time doing less…

“More, bigger, faster.” This, the ethos of the market economies since the Industrial Revolution, is grounded in a mythical and misguided assumption — that our resources are infinite. Time is the resource on which we’ve relied to get more accomplished. When there’s more to do, we invest more hours. But time is finite, and many of us feel we’re running out, that we’re investing as many hours as we can while trying to retain some semblance of a life outside work.

 Click here  for the full article.

Psychological health in a post-globalized world, Work & Career "4.0" career development, career dissatisfaction, careers, inner life, psychological health, workplace conflicts

One of the themes I’ve been writing about and highlighting in recent years is the crucial role that self-examination and self-awareness play in life — for internal wellbeing, personal relationships and external success in your work and career. In this recent New York Times essay, Camille Sweeney and Josh Gosfield provide a range of examples of just how important self-awareness is to “success,” in whatever form it takes. They write:

Midlife Conflict and Renewal, Psychological health in a post-globalized world, Work & Career "4.0" career development, inner life, psychological health, resilience

Some new research shows that people who are driven by materialistic goals — getting and having material things — are more turned-on by the desire for acquiring them than actually possessing them. This underscores, I think, the essential emptiness that one ultimately feels when dominated by acquiring more and more — an endless quest anyway — and by defining one’s self-worth and status by the possessions one accumulates. The gap between one’s outer and inner life will take a toll, ultimately.

The study was published in the Journal of Consumer Research and summarized in Medical News Today as follows: Read more…

Psychological health in a post-globalized world, Work & Career "4.0" anxiety, inner life, psychological health, psychology

A new study finds that loneliness has a negative impact on your immune system, and makes you more susceptible to illness. This should be no surprise: Everything is connected; we are one mind-body-spirit interwoven system, interconnected with the social and other “external” forces that shape our experience of life. The research, conducted at Ohio State University, was summarized in Science Daily as follows:

New research links loneliness to a number of dysfunctional immune responses, suggesting that being lonely has the potential to harm overall health. Researchers found that people who were more lonely showed signs of elevated latent herpes virus reactivation and produced more inflammation-related proteins in response to acute stress than did people who felt more socially connected.

These proteins signal the presence of inflammation, and chronic inflammation is linked to numerous conditions, including coronary heart disease, Type 2 diabetes, arthritis and Alzheimer’s disease, as well as the frailty and functional decline that can accompany aging. Reactivation of a latent herpes virus is known to be associated with stress, suggesting that loneliness functions as a chronic stressor that triggers a poorly controlled immune response. Read more…

Modern Love, Sex & Relationships, Psychological health in a post-globalized world, Work & Career "4.0" anxiety, inner life, interconnection, psychological health, resilience, stress

I expanded my previous post for this Huffington Post article, as follows:

Much of the discussion about gun violence, mental illness and public policy is like looking at the branches of the tree and its trunk. But we don’t consider the roots, which fuel how the tree grows. Those roots lie within some of our cultural values and aspirations that we absorb as we grow through our families, schools, and into adult relationships and careers. They are murky, hard to see. But here I suggest some worthy of facing and dealing with.

First, it’s quite likely that not much will happen following the Newtown elementary school killings, in terms of curbing gun violence. As Dana Milbank recently wrote inThe Washington Post, the tendency has been to “slow-walk” discussion about change. And then it never occurs. But if a sea change of attitude and action does result, it would require a critical mass of Democrats and Republicans to summon the courage to confront the political power of the NRA, and enact reasonable gun laws, one’s that would be enforced. Such laws would respect the rights of sportsmen, target-shooters, and hunters, as well as those who want firearms to protect their homes. But they would also limit the availability of assault-type weapons that serve none of those purposes. Protecting the public from the danger of being killed by people wielding assault weapons with multiple rounds of ammunition is no less a “right” than that of possessing a gun.

At the same time, Read more…

Politics, Psychological health in a post-globalized world, Work & Career "4.0" common good, inner life, interconnection, psychological health, social responsibility

A business school professor has argued that there’s a gap between business students’ description of ethical behavior in business and the traits they report in themselves. Thomas A. Wright, at Kansas State University, contends that there is a moral decline in higher education, which affects those entering the business world. ”Many citizens are increasingly seeing the potentially grave consequences of dishonest and fraudulent actions by our business and political leaders,” he says.

Wright’s study examined student character strength on a number of dimensions including valor, hope, zest, honesty, critical thinking, kindness and gratitude. This is where the students exhibited gaps between their own qualities and those they value for ethical business. For example, MBA students listed honesty as one of their top five strengths. However, Wright found that 88 percent of the students reported that they have cheated in school, with many students reporting they had cheated 100 or more times. Wright said that students who cheat in school are not only more likely to cheat in graduate and professional school, but they also are more likely to engage in unethical business practices. And that this provides all the more reason for why higher education institutions should include ethical and character development. The study was reported in a news release from Kansas State, and summarized in Science Daily here:

 A Kansas State University professor’s research is showing a gap between the character traits that business students say make a good executive and the traits they describe having themselves.Thomas A. Wright, the Jon Wefald Leadership Chair in Business Administration, said business schools need to close that gap by continuously discussing ethics and character in the classroom. Read more…

Psychological health in a post-globalized world, Work & Career "4.0" career development, careers, new business model, psychological health, social responsibility, workplace conflicts

This article, by AP writer Martha Irvine, highlights an issue worth deeper exploration: the simultaneous upside and downside of being always wired. Especially its impact on both well-being and a sense of interconnection, of community. The latter is visible during Hurricane Sandy’s impact on our lives.

She writes:

When was the last time you were alone, and unwired? Really, truly by yourself. Just you and your thoughts — no cellphone, no tablet, no laptop. Many of us crave that kind of solitude, though in an increasingly wired world, it’s a rare commodity. We check texts and emails, and update our online status, at any hour — when we’re lying in bed or sitting at stop lights or on trains. Sometimes, we even do so when we’re on the toilet.

We feel obligated, yes. But we’re also fascinated with this connectedness, constantly tinkering and checking in — an obsession that’s starting to get pushback from a small but growing legion of tech users who are feeling the need to unplug and get away.

“What might have felt like an obligation at first has become an addiction. It’s almost as if we don’t know how to be alone, or we are afraid of what we’ll find when we are alone with ourselves,” says Camille Preston, a tech and communication consultant based in Cambridge, Mass.

“It’s easier to keep doing, than it is to be in stillness.”

One could argue that, in this economy, Read more…

Midlife Conflict and Renewal, Modern Love, Sex & Relationships, Psychological health in a post-globalized world, Work & Career "4.0" global citizen, interconnection, psychological health, social impact, stress, workplace conflicts

“Still Crazy After All These Years”

The title of that old Paul Simon song could easily describe what many people feel about life in their careers and organizations today. Studies and surveys regularly show that the workplace is damaging to many people, physically and mentally. But these reports focus on the effect rather than the cause; the surface symptoms rather than the roots of the problems men and women grapple with in their careers. The latter are found in a negative, undermining management culture and narrow, careerist values.

To explain, a few decades ago I wrote in Modern Madness about the findings of my project on how careers impact people, emotionally — especially successful careers among younger men and women rising in their companies (the yuppies of the time — remember them?). I described a troika of experiences: compromises between their personal values and the behavior required for upward movement and greater success; debilitating trade-offs between their beliefs or attitudes and the behavior necessary for continued career advancement; and — not surprisingly — anger, often severe and usually suppressed, but sometimes exploding in rage.

Back then, in the late 1980s, I found that the major source of such personal conflicts was a negative, stifling management culture. It included the personality — and sometimes the outright pathology — of bosses who created conditions that generated anxiety, depression, suspicion and other dysfunctional behavior; as well as physical illness. And this was among otherwise not-very-troubled people. I called them the “Working Wounded.”

Their conflicts were also intensified by a view of success and achievement Read more…

Midlife Conflict and Renewal, Psychological health in a post-globalized world, Work & Career "4.0" career development, career dissatisfaction, new business model, psychological health, workplace conflicts

Sir Richard Branson’s ideas are always worth attention. Here, he calls for a “B Team:” A small group of business leaders who will campaign for reforms to make capitalism more oriented to the long term and socially more responsible. He’s always been on the forefront of ideas and actions that promote joining successful business enterprises with contributing to the social good. In this article from The Economist, he describes a new venture that he calls the “B Team:”

SLOWING down seems to be the last thing on Sir Richard Branson’s mind. Since turning 62 in July, the bearded British entrepreneur has as usual been making headlines around the world. On October 3rd he celebrated victory in a campaign to overturn the British government’s decision to strip Virgin Trains, of which his Virgin Group owns 51%, of the West Coast main-line rail franchise. The government now admits it got its sums wrong, as Sir Richard had claimed, and the bidding process will be rerun (see article). Recently Sir Richard has also been in the news for (among other things) urging Barack Obama and Mitt Romney to end America’s war on drugs; declaring his intention to visit Mars; and parking a mock-up of the new Upper Class bar from his transatlantic aircraft outside the New York Stock Exchange. From there he promoted his latest book (“Like A Virgin: Secrets They Won’t Teach You at Business School”) and led a discussion with his Twitter followers. The subject under discussion was: “How can business change the world for the better?”

This last topic has become increasingly central to Brand Branson in the past few years—although social activism has been part of Sir Richard’s repertoire since he opened advice centres for students in the 1960s. Under Virgin Unite, its charitable arm, his corporate empire has become a leader in the booming business of “cause marketing” (aligning brands with charities). Read more…

Climate Change & Green Business, Politics, Psychological health in a post-globalized world, Work & Career "4.0" global citizen, new business model, social impact, social responsibility, sustainability

This should be no surprise, really: A new study by Harvard Business School, and reported by Reuters, found that executives across several countries report deteriorating work-life balance. I see this encroaching downside of 24/7 availability and data bombardment – for all of its advantages – in many of the execs I work with in particular; and in people’s lives, in general.

The study found that ”…modern communications may allow less time in the office, but compel them to work around the clock” One executive envisioned a scenario “…where people who have every five minutes of their lives planned out and technology on the fly and data coming to them left and right, and…most people would look at that and say ‘Oh my God, that’s awful.”

Here’s the report, by Adam Tanner:

“I feel compelled to be constantly in touch with my work, including weekends and holidays, but you learn to live with this situation,” said Barbero, the chief technology officer at Spanish and Portuguese-language media group Prisa.

“When you are part of the most important decision-making bodies of a company, there are no limits on dedication. I have little time for family or social activities.”

In recent years, many companies on Wall Street and beyond have embraced the mantra of flexible hours and work-life balance. Read any image-building column written by a top executive, and he or she is likely to stress the importance of getting to a child’s soccer game or concert. Read more…

Midlife Conflict and Renewal, Psychological health in a post-globalized world, Work & Career "4.0"

Some new research gives a new twist to the “Peter Principle” – the idea that people often rise up in their career to their level of incompetence. This study found that being overconfident can increase one’s social status, including greater power to sway others and subsequently achieve higher levels of success. However, the downside is that the overconfident person may convince themselves that they are more skilled and capable than they really are. That is, they can delude themselves and others; and be promoted beyond their actual level of competence. The research was conducted at Berkeley’s Hass School of Business, and summarized by Medical News Today in the following report: Read more…

Psychological health in a post-globalized world, Work & Career "4.0" career development, career dissatisfaction, careers, psychological health, stress, workplace conflicts

A previous post described what a green business leadership mindset consists of. I argued personal buy-in among leaders is essential to establish, communicate and enact sustainable and socially responsible practices. Here, I describe how leaders can learn to build that mindset, and how that underlies successful and innovative practices.

I see two linked pathways to developing and applying green leadership: First, acquiring and learning relevant facts and evidence-based understanding about emerging global and workforce realities. These require new actions for long-term survival and success. The second is leadership self-development, through self-awareness awareness and other sources of learning. Both must become part of the leader’s “DNA” in order for sustainable practices to be successful.

Two Pathways To A Green Leadership Mentality

Learning Facts and Information

This includes acquiring information: Documented research findings; related, science-derived data; and evidence-based understanding and interpretation of current environmental and workforce realities. For example: Read more…

Climate Change & Green Business, Politics, Psychological health in a post-globalized world, Work & Career "4.0" common good, globalization, inner life, interconnection, new business model, psychological health, social impact, social responsibility, sustainability

Politically motivated politicians continue denying man-made climate change and it’s devastating harm. They reject the need for alternative energy sources that could stem the impact of greenhouse gas emissions. They gasp when hearing the word “sustainability.” They block efforts to deal with these or other significant challenges. Nevertheless, many businesses and even the military are seeking solutions to these threats to our economy, way of life, and our national security.

But creating successful, sustainable practices and policies, and the long-term vision they require is complex. The above challenges are interwoven with vested interests of those seeking deregulation or new tax laws that enables continued profit for themselves, at the expense of the larger society. Investment in infrastructure or human capital is ignored.

Positive solutions call for “green leadership.” In business, successful, sustainable practices rest upon an internal foundation, a mindset of emotional and mental perspectives, values and capacities. This mindset helps create sustainable, growth-oriented practices that contribute to long-term security and development for all.

In this post I describe what a green leadership mindset consists of. Part 2 describes what it looks like in practice, and how leaders can learn to build it.

Business and Military Organizations Embrace Reality

To better understand the rise of green leadership, consider that climate change is recognized and being addressed by many decision-makers, despite the deniers. For example, The Economist and others recently focused on the melting Arctic, the sea level rise and ways to deal with long-term implications. Companies research and invest in alternative energy technologies, and receive federal support, though the latter is opposed by fossil fuel-funded politicians, including Mitt Romney, who has called wind and solar power “…two of the most ballyhooed forms of alternative energy.” Nevertheless, research abounds. Companies continue to explore innovations for increasing solar energy efficiency, for example.

The military recognizes the national security threat Read more…

Climate Change & Green Business, Politics, Psychological health in a post-globalized world, Work & Career "4.0" global citizen, inner life, interconnection, new business model, resilience, social responsibility, sustainability

I’ve seen this repeatedly over the years working with men & women in their careers and personal lives: The research finds that men who are not so traditional in their masculinity have better quality relationships with their female partner. It’s summarized in Science News, from the journal Sex Roles:

Macho men whose partners earn more than they do have worse romantic relationships, in part because the difference in income is a strain for them, according to a new study by Patrick Coughlin and Jay Wade from Fordham University in the US. Conversely, men who are not so traditional in their masculinity do not place as much importance on the difference in income and, as a result, appear to have better quality relationships with their female partner.

The work is published online in Springer’s journal Sex Roles. The breadwinner role for men is still the accepted norm in marriage, and allows for and supports the husband’s power and authority in the family. It is therefore reasonable for a man who earns less than his female partner to feel removed from this traditional gender role, and feel a void because he does not fulfil this role. However, the reality is that marriages in which both the husband and wife work are becoming the rule rather than the exception. It is increasingly possible for both partners to either earn equal amounts, or for the female to earn more than the male.

Coughlin and Wade were interested in the effects of this growing trend on the experience of marriage and the quality of romantic relationships in particular. Is the extent of men’s masculinity ideology, in other words, emotional control, success, dominance, violence, power, and anti-femininity and homophobia, an influential factor on relationship quality?

A total of 47 men, who were involved in a romantic relationship, and had a female partner who had a higher income, took part in the study. Through an online survey, the researchers assessed their beliefs about masculinity, the quality of their relationships, and the importance of the disparity in income between them and their female partners.

They found, on the one hand, that the stronger a man’s endorsement of traditional masculinity ideology, the more likely he was to report a low-quality romantic relationship, and the more he perceived the difference in incomes as important. On the other hand, the more a man endorsed non-traditional masculinity ideology, the more likely he was to have a high-quality relationship with his female partner and not place too much importance on the income disparity.

The authors conclude: “Our results demonstrate the importance of masculinity ideology in understanding how and why men with higher-earning partners will have low or high quality romantic relationships. The findings are relevant to men who are married as well as non-married men in a romantic relationship.”

Modern Love, Sex & Relationships, Psychological health in a post-globalized world, Work & Career "4.0" adult love, decline of romance, flaws in love relationships, marriage conflicts, psychological health, workplace conflicts

Some new research from Spain indicates that resiliency is associated with greater life satisfaction. I think this validates what can and should occur, and is reflective of positive mental health. However, I think the study is limited in two ways. First, it was done with young adult students, which does not take into account how the experiences of adult years and adult life impact the sense of resiliency and emotional control that one might demonstrate when it’s less tested. But beyond that, I think the study is limited by a view of resiliency that’s essentially reactive – focused on being able to “bounce back” to a previous state of equilibrium. In my view, that’s not as relevant to today’s turbulent world. The current environment requires much more pro-active, flexible behavior in the face of ongoing change; not just recovery from setbacks or trauma. That is, resiliency and life satisfaction will connect to the extent that the person is able to anticipate and deal with a “non-equilibrium” world. Here is the report of the Spanish study, Its summary states:

When confronted with adverse situations such as the loss of a loved one, some people never fully recover from the pain. Others, the majority, pull through and experiment how the intensity of negative emotions (e.g. anxiety, depression) grows dimmer with time until they adapt to the new situation. A third group is made up of individuals whose adversities have made them grow personally and whose life takes on new meaning, making them feel stronger than before.

Researchers at the Basic Psychology Unit at Universitat Autonoma de Barcelona analysed the responses of 254 students from the Faculty of Psychology in different questionnaires. The purpose was to evaluate their level of satisfaction with life and find connections between their resilience and their capacity of emotional recovery, one of the components of emotional intelligence which consists in the ability to control one’s emotions and those of others.

Research data shows that students who are more resilient, 20% of those surveyed, are more satisfied with their lives and are also those who believe they have control over their emotions and their state of mind. Resilience therefore has a positive prediction effect on the level of satisfaction with one’s life.

Some of the characteristics of being resilient can be worked on and improved, such as self-esteem and being able to regulate one’s emotions. Learning these techniques can offer people the resources needed to help them adapt and improve their quality of life”, explains Dr Joaquin T Limonero, professor of the UAB Research Group on Stress and Health at UAB and coordinator of the research.

Psychological health in a post-globalized world, Work & Career "4.0" psychological health, resilience, resiliency

Leadership development and executive coaching programs have become pretty widespread in companies and organizations today, and with good reason: Positive, effective leadership is essential for success within today’s turbulent work environment. Moreover, growing your leadership skills is also necessary for successful career development in today’s workplace, where nothing is guaranteed.

But there’s a problem with these programs: Many fail to help with three crucial areas: building personal growth through self-awareness and self-examination; learning the leadership actions that increase company success in the midst of a changing workforce and fluid environment; and then, learning to align the two.

The absence of programs that really help in these areas gets reflected in periodic surveys finding that people at all levels are unhappy and dissatisfied with their work and careers. They struggle with the emotional impact of negative, unhealthy leadership that appears stuck in a 20th century mindset of top down, command-and-control.

Executive development programs typically take you through questionnaires, various exercises and “tools” to build skills and resolving roadblocks or conflicts. Many of them provide important and useful help for strengthening leaders’ knowledge and capacity for greater effectiveness in their roles. Some are provided by large consulting organizations like Right Management; others by university executive education programs, such as Harvard’s or Wharton’s. Efforts have been made to evaluate the effectiveness and scope of coaching programs, as well.

But many of them miss, on the one hand, building the necessary self-awareness of your “drivers” as a leader or manager. That is, your emotional makeup, your values and attitudes; your personality traits, and your unresolved conflicts. You’re a total person, not just a set of skills performing a role.

On the other hand, the programs often fail to incorporate current knowledge about the changing workforce, as well as the link between sustainable, socially responsible practices and long-term business or mission success. Yet bringing these two key ingredients together is the vehicle for both a thriving career and organization. Let’s look at both:

Self-Awareness and Self-Examination
Personal growth and career growth go hand-in-hand, and are the foundation for successful leadership in today’s organizations. Most successful and satisfied executives, whether at the top or on their way up, practice some form of self-awareness and self-examination. They learn to align their personal values and life goals with the kinds of leadership practices that will promote growth and development at all levels.

Becoming self-aware and orienting yourself to self-examination involves your entire mentality – that mixture of your emotions, your mental perspectives and attitudes, your values and beliefs. It includes, for example: Read more…

Climate Change & Green Business, Midlife Conflict and Renewal, Psychological health in a post-globalized world, Work & Career "4.0" career development, career dissatisfaction, careers, new business model, psychological health, social responsibility, sustainability, workplace conflicts

Periodically, another survey finds that many, if not the majority of people — at all levels of their work and career — are unhappy, dissatisfied or experience emotional conflicts and stress. The latest was conducted by Right Management. �In my view, what’s consistently overlooked is the role that a negative, unhealthy, non-transparent management culture and leadership has upon people. The best companies are aware of that; some are making efforts to build more positive, learning-oriented, open cultures. �These are of hope, especially among the younger leaders who are more in tune with these issues.

The survey was reported by Forbes, in an article by Susan Adams. �She writes:

Right�Management, a subsidiary of the giant staffing firm ManpowerGroup, just released a new snapshot survey that underlines the dissatisfaction among American workers. At a time of high unemployment, lackluster job growth and major uncertainty in world financial markets, many employees feel stuck in their jobs, unable to consider a career move even if they�re unhappy.

Right Management ran the online survey between April 16 and May 15, and culled responses from 411 workers in the U.S. and Canada. Only 19% said they were satisfied with their jobs. Another 16% said they were �somewhat satisfied.� But the rest, nearly two-thirds of respondents, said they were not happy at work. Twenty-one percent said they were �somewhat satisfied� and 44% said they were �unsatisfied.� �Saffing firms and consultants release employee engagement and loyalty surveys periodically. The news on this front has not been good for some time. In November, I�reported�on a more in-depth study, a Mercer survey of 30,000 workers worldwide, which showed that between 28% and 56% of employees in 17 spots around the globe wanted to leave their jobs. In the U.S., 32% said they wanted to find new work. That�s about half of the 65% of respondents to the Right Management survey, who said they were either somewhat or totally unsatisfied.

What�s the message to employers? A lot of unhappy workers are staying put. But if� employers want an upbeat, engaged workforce, they need to find ways to help employees feel challenged and rewarded by work. A couple of suggestions: offer more training and education. Also it pays to try to find a path up the ladder for current employees, and to help them know it�s available to them.

Psychological health in a post-globalized world, Work & Career "4.0" career development, career dissatisfaction, careers, psychological health, workplace conflicts

A new study published in the journal Human Relations finds that people who stay in their jobs because they feel obligated towards their employers, or don’t perceive alternatives outside their organization, are more likely to experience emotional conflict. �And those who have higher self-esteem are especially affected when they perceive a lack of alternatives. �These findings highlight, in my view, the ongoing problem of unhealthy leadership and management culture. �A summary of the study was published in Medical News Today, and I’ve reposted it here:

Love it or leave it – if only it were that simple. According to new research from Concordia University, the Universite de Montreal and HEC Montreal, staying in an organization out of a sense of obligation or for lack of alternatives can lead to emotional exhaustion, a chronic state of physical and mental depletion resulting from continuous�stress�and excessive job demands.

Published in the journal Human Relations, the study found that people who stay in their organizations because they feel an obligation towards their employer are more likely to experience burnout. The same applies when employees stay because they don’t perceive employment alternatives outside their organization.

“Our study examined whether some forms of commitment to an organization could have detrimental effects, such as emotional exhaustion and, eventually, turnover,” says co-author Alexandra Panaccio, an assistant professor in the Department of Management at Concordia’s John Molson School of Business.

“When employees stay with their organization because they feel that they have no other options, explains Panaccio, “they are more likely to experience emotional exhaustion. This feeling, in turn, may lead them to leave the organization. The implication is that employers should Read more…

Psychological health in a post-globalized world, Work & Career "4.0" career development, career dissatisfaction, careers, workplace conflicts

Midlife Conflict and Renewal, Modern Love, Sex & Relationships, Psychological health in a post-globalized world, Work & Career "4.0"

Midlife Conflict and Renewal, Modern Love, Sex & Relationships, Psychological health in a post-globalized world, Work & Career "4.0" anxiety, career dissatisfaction, inner life, marriage conflicts, psychological health, psychology, resilience, stress, workplace conflicts

After watching the recent Republican debates, last week’s New Hampshire primary and the campaigning since then, I’m convinced that the GOP is on a path to self-destruction. And that’s regrettable. It deprives the country of a serious debate over different views about the roles of government, business, labor and citizens in general in dealing with the problems we face. Of course, that debate would assume that there’s an agreed-upon set of realities about the current world.

Unfortunately, that’s a tall order. It’s more likely that Mitt Romney, if he’s the candidate, and his party will present a vision that’s largely disconnected from — even denies — facts and realities about today’s world. Therefore, they’re likely to offer solutions to problems that derive from their alternate reality.

One way to explain this oddity is from a political psychology perspective. That is, let’s examine the emotional attitudes and beliefs that may underlie the Republican Party’s view of reality and the solutions they offer to problems as they define them. For example, the party appears wedded to a singular view of what “success” in life is, and should be. And yet, that vision is increasingly disconnected from emerging new realities. Those point to the need for a broader, more inclusive view of success in today’s world, and how to achieve it.

The New Normal

You’ve probably noticed the following: Read more…

Politics, Psychological health in a post-globalized world, Work & Career "4.0" global citizen, globalization, interconnection, Politics, psychological health, resilience

I often hear people tell me that they feel their work is getting in the way of their life. And they’re only partly joking. In fact, several recent research studies find that the workplace is pretty unpleasant for many people. Large numbers of men and women are severely stressed or depressed at work, often to the point of being unable to function and becoming sick, emotionally or physically. The numbers are at the highest levels, ever. Conventional explanations point to career uncertainties in today’s economy, or heavy workloads. Those are obvious contributors, but I think such explanations miss a deeper, more systemic problem that’s pervasive throughout the workplace culture of most organizations today.

In brief, it’s that management practices, the workplace relationships that result from them, and the overall business model is stuck within a 20th century mindset and worldview. And that’s dysfunctional in today’s world of chaos, interdependency, and transparency. Today, collaboration and openness are essential for generating and sustaining success, both in work and in life outside of work. The new world environment includes clear shifts in what people look for and want from their careers; and from the organizations to which they’ll commit their creative energies. These new realities are pushing companies to transform how they do business and how they treat people working within them. The push is towards supporting new learning, creative innovation, and long-term vision that promotes sustainability as well as contributes to greater well-being via the product or service.

What Happens At Work

With those emerging shifts in mind, some of the new findings shed light point to what may help support these transformations in people’s life at work and within business leadership. Consider a new survey from the consulting firm rogenSI. It reports that about 25% of the global workforce is depressed. The primary source is Read more…

Midlife Conflict and Renewal, Psychological health in a post-globalized world, Work & Career "4.0" career development, career dissatisfaction, inner life, psychological health, stress, workplace conflicts

The day Steve Jobs died — Oct. 5 — coincided with HBO’s broadcast of the first part of Martin Scorsese’s�documentary�on the life of George Harrison, “Living In The Material World.” That conjunction of events brought to mind some interesting parallels between the lives of Jobs and Harrison. I think we can learn something of value about their life journeys — their ups and downs, their losses and transitions during their middle years and… how they handled the prospect of death.

Midlife Conflict and Renewal, Psychological health in a post-globalized world, Work & Career "4.0" careers, inner life, midlife, psychological health, purpose, resilience, social impact

A recent study reported that “nice guys” who are “agreeable” achieve less success in their careers than those who are more rude, dominating, aggressive, hostile and dismissive of others. But is that so? I think the researchers’ findings reflect some confusion about the traits and behavior that underlie the most productive and successful careers and companies in today’s evolving workplace.

A team from Cornell’s School of Industrial and Labor Relations, Notre Dame and the University of Western Ontario conducted the study. They surveyed people’s self-reported descriptions of their level of “agreeableness.” The researchers found that men who rated themselves “highly agreeable” earned less money than men who described themselves as less so — on average, about 18 percent less annually. The gap was found among women as well, but to a lesser degree. Regarding these findings, one of the study’s co-authors, Beth A. Livingston, concluded that “Nice guys are getting the shaft.”

But how, exactly, did the researchers define “nice” or “agreeable” in the study? Moreover, it’s notable that defined “success” solely in terms of income, and that may not be the criteria that everyone uses — especially since the post-2008 crash.

The researchers asked the participants to rate themselves along several related dimensions, such as “agreeable” vs. “quarrelsome;” “difficult” vs. “cooperative;” and “stubborn vs. flexible.” One problem with this is Read more…

Psychological health in a post-globalized world, Work & Career "4.0" career development, careers, new business model, psychological health, resilience, workplace conflicts

• A large trade association is stung by accusations from staff that it practices racial and sexual bias. Anger and resentment erupt when a senior VP is threatened with a lawsuit.

• A public interest organization engaged in social justice advocacy is confronted with staff allegations of hostile, abusive management practices. “We’re all committed to our mission,” its director tells me, “so we shouldn’t be having these kinds of problems.”

• A humanitarian organization witnesses increasing dysfunction of a senior staff member. Management time is swallowed up trying to deal with the person’s declining performance, absenteeism, and erratic behavior toward coworkers. The CEO doesn’t know what to do. Fire the person? Get him help? He asks me, “How do we balance compassion for this person with our need to carry out our work?”

All organizations want to be successful, whether for-profit businesses or those in the non-profit world, large and small — such as trade associations, humanitarian government contractors, advocacy groups or government agencies. All of them grapple with new challenges emerging from our insecure and shifting economic, political and cultural environment. The later also includes growing workplace diversity and changing attitudes about career and leadership. But organizations in the nonprofit realm are especially vulnerable to problems like the examples above. That’s partly because� Read more…

Psychological health in a post-globalized world, Work & Career "4.0" career dissatisfaction, new business model, psychological health, workplace conflicts

A common theme among�self-help�teachings and new age�spiritual�ideas, such as�The Secret,�is that you have the power within you to make your “dreams” come true by focusing your mental energy, your “intent” on them. Then, they will come to you. But some�new research�claims that doing so can actually make you�less�likely to achieve what you wish for.

The research says that fantasizing about achieving�goals�makes you less likely to achieve them because it drains the energy you need to pursue them. I think the research is as flawed and distorted as�The Secret�and similar teachings, but for very different reasons. Let’s take a look.

This study, from New York University’s Motivation Lab, found that “positive�fantasies” predict poor achievement because they don’t generate the energy to pursue the desired future. That is, if you create idealized images of future outcomes, your fantasized ambitions are less likely to become reality. That’s because positive fantasies are de-energizing.

The research contains so many confused ideas and faulty assumptions that it’s hard to know where to begin. But it does, indirectly, open a door to understanding some important elements for turning your goals into reality. Read more…

Psychological health in a post-globalized world, Work & Career "4.0" careers, inner life, psychological health, purpose, resiliency

In�my previous post�I described how abusive bosses and psychologically unhealthy management harm both employees and business success, and I explained that such behavior in the workplace is increasingly dysfunctional in�today’s highly interconnected, interdependent economic and social environment. This follow-up piece offers some suggestions for dealing with such situations when you find yourself within them.

Many people struggle to find ways to better cope when subjected to unhealthy, abusive management. Often that means learning�stress management techniques. They can be helpful, especially when you don’t think any alternatives exist. But ultimately, they aren’t enough. However, reframing how you envision your situation to begin with can open the door to proactive, positive actions in the situation you feel trapped in.

Cathy’s example contains some ways you can do that. She was at mid-level in her company and had a record of steady promotion. At one point, senior leadership in her area changed abruptly, and she was now reporting to a newly appointed boss. “I’m here to shake things up,” he told everyone when he took over. “Everyone’s job is on the line.”

Cathy’s assessment of her new boss was that he didn’t really know her area of expertise, nor was he very interested in learning about it. Nevertheless, he freely criticized her work. Moreover, he kept sitting on a promotion that she had been in line for.

It wasn’t just her: Her boss stirred up much resentment among others because of his arrogant, controlling, dismissive style. When Cathy researched something he had requested and presented it to him, he exploded, Read more…

Midlife Conflict and Renewal, Psychological health in a post-globalized world, Work & Career "4.0" career dissatisfaction, careers, flaws in love relationships, psychological health, stress, workplace conflicts

“This company values incompetence,” he continued. “That’s the real problem. That shows you how screwed-up it is. But they’re telling me that�I’m the problem! That�I need help? It’s the people upstairs that need it!” He shook his head in dismay.

Sound familiar? People like Ralph are all too common in companies today. He illustrates just one type of abusive boss, often part of an overall unhealthy management culture that takes an enormous toll on both workers and business success.

In this post I describe some examples of that toll in today’s�workplace culture and point towards some ways to deal with them — ways that require something different from the usual coping and�stress�management strategies.

You might guess, correctly, that Ralph was oblivious to the fact that his description of others was how his co-workers and subordinates described him. One of his colleagues had e-mailed him after their last encounter, saying “If you ever set foot in my office again, I’ll throw your ass right out the window.” Ralph dismissed that with a wave of his hand, saying, “That’s typical – he’s threatened by me because he knows I’m leagues beyond him. Always have been.”

Ralph is a senior executive and, in fact, a high-level performer in his company. But his abusive management and poor relationships were generating a growing chorus of complaints. To its credit, his company wanted to salvage rather than fire him, and offered him an�executive coaching program. But Ralph saw this as�punishment.

Of course there are psychological roots to behavior like Ralph’s. But that doesn’t matter much to the people who have to deal with the consequences on a daily basis. Read more…

Psychological health in a post-globalized world, Work & Career "4.0" career development, career dissatisfaction, careers, resilience, stress, workplace conflicts

The latest “sex and power” scandals flashing across the media in the last few weeks underscore just how commonplace, even repetitive, they’ve become. Some are new, like the sexual assault charges against former IMF President Dominique Strauss-Kahn, or Arnold Schwarzenegger’s revelation that he had fathered a child with a former member of the household staff. Some are recycling, like John Edwards’ indictment or Newt Gingrich’s presidential aspirations, which revive�memories about his�lying about an affair while impeaching President Clinton for lying about an affair.

The list goes on, the latest being the Anthony Weiner’s “rolling disclosure” episode. The�Washington Post recently compiled may of the scandals into a�nice summary –�for those who are interested in keeping track.

But I think this steady stream of sex-related scandals is just the most titillating and graphic part of something more widespread and troublesome in the lives of many men and women today: the gap between people’s�public lies and�private truths.

That is, many people live with contradictions between their inner lives (the truths about their desires, emotional experience,�self-image and ideals) and what they do with those truths behind the scenes, hidden from view (their private selves), and the lives they conduct publically, in their�career paths, their relationships with their families or others they deal with and the positions they espouse or advocate (their public selves).

Public lies that contradict private truths have been part of our culture for some time. But in my work with people over the last few decades, I’ve seen it grow more rapidly since 9/11 and the economic/political events of the last few years. As I reflected on the reasons for this gap, how it damages people and our society, Read more…

Midlife Conflict and Renewal, Politics, Psychological health in a post-globalized world, Work & Career "4.0" career dissatisfaction, inner life, Politics, psychological health, purpose, resilience, social responsibility, workplace conflicts

“Every being is intended to be on earth for a certain purpose.”
– Sa’di, 12th Century Persian poet

I’m often asked, “Why can’t I find the purpose of my life?” Over the decades I’ve heard many men and women — whether they’re psychotherapy patients working to build healthier lives or business executive trying to create healthier leadership — say at some point that they don’t know what they’re really here, for, on this planet. They’re not necessarily religious or spiritually inclined, but they feel a longing for that “certain something” that defines and integrates their lives.

Many turn to the various books and programs purport to identify their life’s purpose, but most come away dissatisfied. No closer than they were before, they identify with Bono’s plaintive cry in the U2′s song, “I still haven’t found what I’m looking for.”

And yet, many do find and live in harmony with their life’s purpose. Here are some of my observations about why many don’t, and how they differ from those who do.

First, I think everyone feels a pull towards some defining purpose to his or her life, no matter how much it may have become shrouded over along the way. In fact, you can say that all forms of life, all natural phenomena, have some purpose. There’s always movement or evolution towards some kind of outcome or fulfillment — whether it’s a tree that produces fruit or clouds that form to produce rain. But we humans become so enraptured by our daily activity, engagements, goals and so forth, that our awareness of our own unique life purpose is easily dimmed.

And there are consequences to not knowing or finding your purpose. I often see men�and women who’ve become successful in their work or relationships — their outer lives — and yet they feel hollow, empty, unfulfilled. They describe feeling “off-track” in some way, or incomplete, despite a conventionally successful life. Sometimes they wonder if they’ve been on the “wrong” path all along — chosen the wrong career, or the wrong life partner. Or that perhaps they Read more…

Midlife Conflict and Renewal, Psychological health in a post-globalized world, Work & Career "4.0" career dissatisfaction, common good, global citizen, inner life, psychological health, purpose, resilience

The following is a guest blog by Tilo Ponder, a Los Angeles based Writer/Producer of documentary films. �Tilo Ponder has spent her career as a catalyst for dynamic and integrated campaigns across all media, working with major�entertainment and consumer brands in her 20+ years of working in�the advertising agency world. Given the chance to parlay that experience into a more purposeful existence, she co-founded GoodMakers Films. �Tilo’s intense passion is�a driving force behind�GoodMakers Films,�a�non-profit organization which creates�dynamic�promotional�documentaries that empower charities to get their message�out to a�global audience. �tilo@goodmakersfilms.org

When my 21-year-old daughter suddenly left�NYU Tisch a year and a half ago and came home to Los Angeles, she didn�t really know what she was returning to do — only that she was deeply concerned about how rapidly the deteriorating economy was impacting the world around her. She reported that her college friends were feeling anxious and depressed, some of them dropping out of school as their parents, who had lost their jobs, were unable to keep up with tuition payments.� In our home, we were scrambling to keep everything going, but were committed to keeping our daughter in college, no matter what.� My husband is a�freelance commercial director, I was at an ad agency heading up production and also running our own production company. Add to this, managing investment properties in other states, shuttling our 5-year-old son to pre-school and sports activities, while also supporting an 18-year-old daughter living in Scotland and a 2-hour daily work commute — our lives were jam-packed, but worked somehow.Our daughter�s announcement that she was taking a �semester break� created unrest and an ominous feeling that a small piece of our intricately maneuvered lives were being un-wedged in a dangerous way. I secretly wondered why she couldn�t just stay put.� Having tucked her away at a good college, I had assumed that she’d be set for 4-5 years, and that afterwards she�d be on her way to a prosperous career.� I challenged her assertions that her generation was apathetic and directionless, citing how it was her generation that only a year earlier ensured our nation�s first black president because of their passionate involvement in the final days of the campaign.� My daughter�agreed on that point, but added that after so much build up to��change� and the subsequent downfall of a global economy, her�generation had even less to believe in than before.

Given that, I wasn�t prepared for what followed. Read more…

Psychological health in a post-globalized world, Work & Career "4.0" career development, common good, empathy, global citizen, inner life, interconnection, purpose, social impact, social responsibility

When President Obama urged Americans to “win the future” in his recent SOTU address, he called upon the innovative, communal spirit that’s enabled us to “do great things.” Ironically, that part of his message exposes a glaring contradiction: How we’ve defined achieving “success” in our lives has become outmoded and maladaptive in our 21st Century world. To meet the challenges of our “Sputnik moment,” we need to revamp our thinking about what success is, as well as what psychological orientation is necessary to achieve it.

Consider this: The old, conventional view of a successful life is mostly defined by financial and self-interested criteria — getting, consuming and possessing for oneself. As Ronald Reagan once said about pursuing the “American dream” everyone “...wants to see an America in which people can get rich.”

But as President Obama pointed out in his address, “That world has changed. And for many, the change has been painful.” The reality of today’s interconnected, highly interdependent world, greed is not good. It’s psychologically unhealthy; it undermines the values, mindset and actions people need to strengthen in order to meet the challenges we face as individuals and as a nation.

That is, our security, success and well-being now require strengthening communal values and behavior; working towards common goals, the common good. Acting on self-interest alone, especially in the pursuit of personal power, steady career advancement and money Read more…

Midlife Conflict and Renewal, Politics, Psychological health in a post-globalized world, Work & Career "4.0" career development, common good, empathy, global citizen, health, Politics, psychological health, resiliency, social responsibility, sustainability

Chrystia Freeland has a very insightful, well-documented and researched analysis in The Atlantic about how the super-affluence of recent years has changed the meaning of wealth…and the implications for all of us. �I’m posting it here for Progressive Impact readers.

She writes:

F. Scott Fitzgerald was right when he declared the rich different from you and me. But today�s super-rich are also different from yesterday�s: more hardworking and meritocratic, but less connected to the nations that granted them opportunity�and the countrymen they are leaving ever further behind.

If you happened to be watching NBC on the first Sunday morning in August last summer, you would have seen something curious. There, on the set of�Meet the Press, the host, David Gregory, was interviewing a guest who made a forceful case that the U.S. economy had become �very distorted.� In the wake of the recession, this guest explained, high-income individuals, large banks, and major corporations had experienced a �significant recovery�; the rest of the economy, by contrast�including small businesses and �a very significant amount of the labor force��was stuck and still struggling. What we were seeing, he argued, was not a single economy at all, but rather �fundamentally two separate types of economy,� increasingly distinct and divergent.

This diagnosis, though alarming, was hardly unique: drawing attention to the divide….

Click�here for the full article.

Politics, Psychological health in a post-globalized world, Work & Career "4.0" global citizen, globalization, interconnection, new business model, psychological health, social responsibility

As the 52 year-old man entered my office one afternoon, he asked, plaintively, “How do you start over when you can’t start over?”

He had just been let go by his company; he was devastated and frightened about the future. Despite a successful corporate career, he had no prospects in sight, and his wife’s income wasn’t enough to support the family — especially with a daughter in college and a son headed there next year.

He’s one of a rising number of people who’ve been hit hard by the recession in two ways: a forced “career transition” (the euphemism for firing), which is always difficult, and the emotional consequences of job loss, which are more severe in today’s world of uncertainty and insecurity about what the future holds.

Nevertheless, I think the career-related and emotional impact of the economic implosion could prove to be the best thing that ever happened for some people’s lives.

To explain, let’s look at the man I described above. Like so many others who’ve sought my help over the years, he had defined his worth, his value to others, his whole identity, through his career. Now he felt thrown out to sea, alone, not knowing how to “start over when you can’t start over.” In the years prior to the economic meltdown, he could have expected to land another position within a reasonable period of time. He’d probably be dealing with a manageable degree of anxiety.

But that was yesterday. The current economic recession is taking a severe emotional toll on many people: Increasing anxiety and depression, family conflicts and stress-related physical ailments. Moreover, the practical and mental health consequences of job-loss and job-seeking can be especially severe for midlifers. In fact, many are considering the possibility that they may never work again.

So how can I say that this situation could be the best thing that ever happened to someone? It’s because I’ve found Read more…

Midlife Conflict and Renewal, Psychological health in a post-globalized world, Work & Career "4.0" career development, career dissatisfaction, inner life, midlife, psychological health, purpose, resilience, stress, workplace conflicts

I often hear the following laments from younger and older careerists — about each other:

Younger workers: “These older people just don’t get it. They expect us to just fall into line, follow bureaucratic rules, and they don’t show us respect for what we know or what we can do.”

The older workers: “These young people just don’t understand how to function within an organization. They want recognition, promotion, everything before they’ve earned it, step-by-step, like we had to do. That’s not how reality is.”

They remind me of a couple who said about each other, “It’s not that we see things differently. It’s worse than that: We’re seeing different things!”

In a way, they are. Different career orientations are like lenses through which you view the world. In my recent post on the rise of the 4.0 career, I wrote that this shift is most visible among Generation X and Generation Y workers, but that it’s a broader movement as well, originating with baby boomers and the 60s generation who are now moving through midlife. But as the 4.0 career orientation grows, it’s also spawning the above differences in perception. In this post I describe the younger generation’s contribution to the 4.0 career transformation. It began before the economic meltdown and will continue to have an impact on organizations and personal lives in the years ahead, post-recovery.

To recap a bit, what I call the 4.0 career orientation includes but extends beyond the 3.0 career concerns that emerged in the last 20 years. The latter are about finding personally meaningful work and seeking a good work-life balance. In essence, the 3.0 careerist is focused on self-development. In contrast, the 4.0 orientation includes but also moves beyond those more personal concerns. It’s more focused on having an impact on something larger than oneself, contributing something socially useful that connects with the needs of the larger human community. The vehicle is opportunity for continuous new learning and creative innovation at work. The 4.0 orientation links with the movement towards creating successful businesses that also contribute to the solution of social problems. Read more…

Climate Change & Green Business, Psychological health in a post-globalized world, Work & Career "4.0" career development, careers, common good, interconnection, new business model, psychological health, resilience, social impact, social responsibility, workplace conflicts

The following is a guest post by Tijana Milosevic,�a Belgrade-based freelance writer. Before returning to Serbia, Tijana received an MA degree from the School of Media and Public Affairs at the George Washington University in Washington DC and worked with various public diplomacy and international communications organizations in Washington. She currently lectures in media psychology and media research at Singidunum University for Media and Communications in Belgrade. Tijana was trained with the Radio Free Europe in Washington and BBC World in London. She is also the recipient of the Goldman Sachs Global Leaders Award and numerous Open Society Institute scholarships. tijana.milosevic@gmail.com

Coming from Serbia — a country of six million in Eastern Europe that once belonged to a larger, war-torn entity called socialist Yugoslavia — I wasn�t fully aware of the notion of �career anxiety� when I came to Washington DC for my MA degree. Until one evening, that is, at the very onset of the school year.� A colleague of mine who was just turning twenty-seven raised his glass and voiced his fear: �Twenty-seven: no serious job and no stable career track.�

I was twenty- three at the time and could not comprehend why anyone would be obliged to have a �career track,� let alone a stable one, especially at (what I saw as) the tender age of twenty seven. In fact, I had never entertained the concept the way my American friends were referring to it.

While many Americans move out of their homes when they�re 19 to hit college, the East- European model is quite different.� Countries are smaller, and if there�s any migration it is directed typically towards the capital, so young people continue to live with their families through college. Because of high unemployment rates and poor standard of living, they aren�t expected to become financially independent, and many depend on their parents well into their late twenties or even early thirties -without a sense of shame that such state of affairs entails in the US. These factors reduce the relevance of what Americans often describe as �the treadmill feel�- an almost compulsive desire for continuous promotions, financial gains, followed by a rise in social status, and an increasing social anxiety.

In societies that are similar to mine, the American model is looked down upon as �harsh capitalistic,� �individualistic� and above all �alienated,� as American parents are not perceived to provide enough financial and emotional support for their children. In fact my family and friends had observed that I shouldn�t have chosen America, since I would probably feel better in Western Europe – where life is not as fast paced as in the US and capitalism still has a �human face.�

For example, Americans still work nine full weeks (350 hours) longer than West Europeans do and paid vacation days across Western Europe are well above the US threshold. The French still have the 35 hour working week, while the hourly productivity is one of the highest in the world. On the other hand, in the US an increasing popularity of employment therapy suggests that a high-paying job still comes first, as job issues �have a huge mental health component,� and therapists emphasize the importance of �toxic co-workers and the ramifications of massive layoffs.�

Numerous writers have outlined the dangers of isolation and careerism in the American society. In her famous work �Eichmann in Jerusalem,� Hannah Arendt equates careerism with lack of thinking that led to Holocaust: �what for Eichmann was a job, with its daily routine, its ups and downs, was for the Jews quite literally the end of the world. Genocide [�] is work. If it is to be done, people must be hired and paid; if it is to be done well, they must be supervised and promoted.�

In Serbia even young and busy corporate-minded career professionals do not have to mark their calendars to meet with close friends.� One can always find the time for a spontaneous chat over coffee. Still, this laid back culture is now beginning to change with an increasing development of free market capitalism. �I still remember how strange it felt when I first came to DC and had to schedule coffees and lunches with people weeks or even months in advance. I found it odd that people rarely picked up the cell phone (which, granted, could be merely my personal experience, although many Americans confirmed it!) and would often leave the time and date of the call in their voicemails, which implied the other person might not get back to them in a while. I also came to discover that what Americans often referred to as �friends,� people from my region would prefer to call �acquaintances.� The term �friend� cannot be reserved for someone you meet once in a couple of months and do not know well enough to open up to.

Those experiences bring to mind a memorable line from from �Eat, Pray, Love,� a biographical story recently turned into a Hollywood blockbuster starring Julia Roberts: �You Americans know entertainment but you do not know how to enjoy yourselves,� Roberts plays a successful thirty-something American who decides to embark on a soul-searching trip to Italy, India and Bally after realizing her job, husband and newly bought house are not what she really wanted from life. Perhaps that�s a superficial take on what many would describe as an equally superficial Californian trend to �do something spiritual,� but the above quote shows there�s something to the American career frenzy that remains unique to the United States. The opportunity cost for �dolce far niente� or �the joy of doing nothing,� runs high.

Reflecting on this, I ran into an interesting take on �Eat Pray Love� by a 23-year old blogger: �We are not sympathetic to spiritual personal crises anymore. If you want to have an emotional breakdown about something, you better have a logical, elaborate and secular reason; otherwise you will be dismissed as whiny, annoying and laughable.� I wonder if her comment has to do with the lack of experience or the possibility that the generation entering the work force will not have an adequate justification for its desire to escape the treadmill feel– amidst all the superficial takes on this complex topic.

Modern Love, Sex & Relationships, Psychological health in a post-globalized world, Work & Career "4.0" career development, career dissatisfaction, careers, gen x, gen y, global citizen, inner life, psychological health, workplace conflicts

Even in the midst of our economic disaster that’s hitting all but the wealthiest Americans, a transformation is continuing within people’s orientation to work. I call it the rise of the 4.0 career. ??This growing shift concerns how men and women think about and pursue their careers. It also defines the features of organizations that they want to work for and commit to. This shift that I describe below transcends its most visible form: Generation X’s and, especially, Generation Y’s attitudes and behavior in the workplace. Those are part of a broader shift whose origins are within men and women at the younger end of the baby boomer spectrum.

I first encountered this while interviewing yuppies (remember them?) in the 1980s for my book Modern Madness, about the emotional downside of career success. I often found that people would want to talk about a gnawing feeling of wanting something more “meaningful” from their work. They didn’t have quite the right language back then to express what that would look like other than feeling a gap between their personal values and the trade-offs they had to make to keep moving up in their careers and companies. The positive ideals of the 60s seemed to have trickled down into their yearnings, where they remained a kind of irritant.

Flashing forward 25 years, those people are now today’s midlife baby boomers. Their earlier irritation has bloomed into consciously expressed attitudes and behavior that have filtered down into the younger generations, where they’ve continued to evolve. Today, they’re reshaping how people think about and pursue their careers within today’s era of interconnection, constant networking and unpredictable change.

I’ll oversimplify for the sake of highlighting an evolution of people’s career orientations:

Career Versions 1.0, 2.0, 3.0… And The Emerging 4.0

The 1.0 career describes� Read more…

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In my previous post I wrote about a rising “social psychosis” that’s visible in three areas of our society. It’s likely to prevail for some time, but I think it’s like a wave that’s crested and will crash to the shore. The reason is that the “social psychosis” is a backlash against a steadily growing consciousness and behavior that refocuses personal lives and public policies towards promoting the common good.

By the “common good,” I’m referring to a broad evolution beyond values and actions that serve narrow, self-interests; and towards those guided by inclusiveness — supporting well-being, economic success, security, human rights and stewardship of resources for the benefit of all, rather than just for some.

It’s like a stealth operation, because it hasn’t become highly visible yet. But polls, surveys and research data reveal several strands of change that are coalescing in this overall direction. I describe each of them below, and they may appear to be unrelated. Yet I think they’re driven by an underlying perspective — that we’re all like organs of the same body, and the body doesn’t thrive if any of the organs are neglected or diseased.

It’s an awareness of interconnection of all lives on this planet, and a pull towards acting upon that reality in a range of ways. They include rethinking personal relationships, the responsibility of business to society, the role of government in an interdependent world.

A 21st Century Mindset

The rise of the common good reflects a sense of “global citizenship” and an obligation to be a “good ancestor” to future generations who inhabit this planet. In fact, it embodies behavior and policies that fit the needs for effective functioning — both personal and political — in our post-9-11, post-economic meltdown world.

That is, in previous posts I’ve argued that this new era of unpredictable change in a non-equilibrium world requires Read more…

Climate Change & Green Business, Politics, Psychological health in a post-globalized world, Work & Career "4.0"

There’s an old saying that if you want to see into your future, just look into a mirror. That is, how you live your life each day — through your choices, your values and behavior — shapes and determines who you will be in the future.

Many people today don’t like what they see when they look into that mirror. Especially when so much feels out of control: Economic decline with no end in sight; social and political changes that can feel frightening, even threatening; career uncertainty; relationships unraveling under stress; climate disasters, both man-made and natural. All of these events impact your mental health and overall well being, as research and survey data show: Emotional, physical and social symptoms are rising, such depression and anxiety, obesity, demagoguery from media personalities like Glen Beck, emotional disturbance in the workplace…the list goes on.

All of that can make you feel frozen in today’s world. How can you find a psychologically healthy path into the future, in the midst of such confusion and turmoil? And, within a cultural and political environment that feeds self-serving, shortsighted behavior?

I’ve been addressing the impact of living in our new world upon people’s emotional health on my posts for this blog, Progressive Impact.��In this post, I suggest three ways to “reboot” you life in positive ways, within today’s unpredictable, interdependent and often scary world.

Wake Up!

Common lore is that it’s harmful to wake up a person who’s sleepwalking, but that’s not true. And when you’re sleepwalking in your life, Read more…

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Upgrade To Career 4.0; Practice �Harnicissism;” and Become a Good Ancestor

In a previous post I wrote that a key pathway to psychological health and resiliency in today’s world is learning to “forget yourself.” This post describes ways to do that in three important realms of your life – your work, your personal relationships, and your life “footprint.”

In the earlier post I explained that “forgetting yourself” doesn’t mean neglecting your own legitimate needs or concerns. Rather, it means letting go of our human tendency to overly dwell on ourselves – our own concerns, needs, desires, slights, complaints about others, and so on. Psychological health and resiliency in today’s world grows when you can do that and put your energies in the service of something larger than yourself: problems, needs and challenges that lie beyond your own personal, narrow self-interest.

That may sound like a paradox, but it’s based on a new reality: Today’s world is changing more rapidly than you can imagine and is becoming immensely interdependent, interconnected, unpredictable and unstable. In this new environment you can’t create or sustain a positive, healthy life through the old ways of reactive resiliency, of coping and hoping to rebound.

That is, chronic unhappiness, dysfunction and overt emotional disturbance lie in store for those who remain too locked into thinking about themselves and who use old solutions to achieve success in relationships and at work. For example, trying to achieve power and domination over others, and thinking you can hold on to that. Fearing collaboration and avoiding mutuality with people who are different from yourself, or with whom you have differences. Looking for ways to cope with stress and restore equilibrium or “balance” in your life. And overall, being absorbed by your own conflicts, disappointments and the like. The latter are inevitable, and dwelling on them is a breeding ground for resentment, jealousy, and blame. That’s a dead-end. The consequences are visible in people who are unable to handle career downturn, who experience mounting relationship conflicts and who suffer from a range of psychological problems like depression, boredom, stress, anxiety and self-undermining behavior.

In contrast, positive resiliency in today’s environment is the byproduct when you aim towards common goals, purposes or missions larger than just your own narrow self-interests. That keeps you nimble, flexible, and adaptive to change and unpredictable events that are part of our new era. Then, you’re creating true balance, between your “outer” and “inner” life.

Here are three ways you can move through self-interest. Each describes a shift, or evolution from the older, reactive form of resilience to the new, proactive form:

Upgrade your career to the 4.0 version; Practice “Harnicissism;” and Become a Good Ancestor

Yeah, I know — those descriptions sound odd. Read more…

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2. Building Your Inner Life

In a previous post, I wrote that your inner life is usually neglected, in contrast to your outer life.� I gave some guidelines for identifying and reducing the gaps between your inner and outer life.� That�s an important step towards building psychological health and resiliency that works in today�s 21^st Century world of heightened interconnection and instability.

Here, I�ll describe some specific steps you can take to strengthen your inner life and make it the driver of your decisions, choices, and actions within your outer life.

Think of your inner life as something you develop through practice, similar to building stronger muscles, or developing skill in a sport or play a musical instrument. Below are some inner life practices most anyone can do. The more you do, the better, because they reinforce each other.

Fill Your �Inner Reservoir�

• Sit quietly, without distraction. Observe your breaths as you breathe slowly, in and out. Count each breath as you exhale, from one to 10; then repeat. Twenty minutes daily is ideal, but if you do only five, that�s a good start.

An �entry-level� meditation-breathing practice, this one builds an emotional shock absorber.� It helps maintain centeredness and focus when dealing with your outer life demands and conflicts.

Some forms of meditation are rooted in Eastern and Western religious-philosophical traditions; others in current medical and scientific knowledge about effective stress-reduction. All provide a range of physical and emotional benefits that strengthen your inner life. Ongoing research supported jointly by the Dalai Lama and the U.S.-based Mind And Life Institute shows that meditation produces changes within specific regions of the brain associated with greater internal calm, resilience to stress, and focused concentration.

Amazingly, one study found that the sound Read more…

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1. �Why “Work-Life” Balance Is A Myth

Meet Linda and Jim, who consulted me for psychotherapy.� Linda is a lawyer with a large firm; Jim heads a major trade association.� They told me they�re totally committed to their marriage and to being good parents.� But they also said it�s pretty hectic juggling all their responsibilities at work and at home They have two children of their own plus a child from her former marriage. Dealing with the logistics of daily life, to say nothing of the emotional challenges, makes it �hard just to come up for air,� Linda said.� Sound familiar?

Or listen to Bill, a 43-year-old who initially consulted me for help with some career challenges.� Before long, he acknowledged that he�s worried about the �other side� of life. He�s raising two teenage daughters and a younger son by himself � one of the rising numbers of single fathers. �He�s constantly worried about things like whether a late meeting might keep him at work. He tries to have some time for himself, but �it�s hard enough just staying in good physical health, let alone being able to have more of a �life,� � he said. Recently, he learned he has hypertension.

It�s no surprise that these people, like many I see both in my psychotherapy practice and my workplace consulting, feel pummeled by stresses in their work and home lives. Most are aware, at least dimly, that this is unhealthy � that stress damages the body, mind and spirit. Ten years ago, a report from the U.S. Department of Health and Human Services, found that 70 percent of all illness, physical and mental, is linked to stress of some kind.� And that number has probably increased over the last decade. �Much of this stress comes from struggling with the pressures of work and home � and trying to �balance� both. The problem seems nearly universal, whether in two-worker, single-parent or childless households.

I think these conflicts are so common because people have learned to frame the problem incorrectly to begin with. That is, there�s no way to balance work life and home life, because both exist on the same side of the scale � what I call your �outer� life. On the other side of the scale is your personal, private life � your �inner� life. Instead of thinking about how to balance work life and home life, try, instead, to balance your outer life and inner life.

The Other Balancing Act

Let me explain. On the outer side of the scale you have the complex logistics and daily stresses of life at both work and home � the e-mails to respond to, the errands, family obligations, phone calls, to-do lists and responsibilities that fill your days. Your outer life is the realm of the external, material world. It�s where you use your energies to deal with tangible, often essential things. Paying your bills, building a career, dealing with people, raising kids, doing household chores, and so on. Your outer life is on your iPhone, BlackBerry, or your e-calender.

On the other side of the scale is your internal self.� It�s the realm of your private thoughts and values.� Your emotions, fantasies, spiritual or religious practices.� Your capacity to love, your secret desires, and your deeper sense of purpose.� In short, it embodies who you are, on the inside.� A �successful� inner life is defined by how well you deal with your emotions, your degree of self-awareness , and your sense of clarity about your values and life purpose.� It includes your level of mental repose:� your capacity for calm, focused action and resiliency that you need in the face of� your frenetic, multitasking outer life.

If the realm of the inner life sounds unfamiliar or uncomfortable to you, this only emphasizes how much you � like most peple � have lost touch with your inner self. �You can become so depleted and stretched by dealing with your outer life that there�s little time to tend to your mind, spirit or body. Then, you identify your �self� mostly with who you are in that outer realm. And when there�s little on the inner side of the scale, the outer part weighs you down. You are unbalanced, unhappy and often sick.

When your inner life is out of balance with your outer, you become more vulnerable to stress, and that�s related to a wide range of physical damage.� Research shows that heart attacks, stroke, hypertension, diabetes, a weakened immune system, skin disorders, asthma, migraine, musculoskeletal problems � all are linked to stress.

More broadly, when your inner and outer lives become unbalanced, your daily functioning is affected in a range of ways, both subtle and overt. When operating in the outer world � at work, for example, or in dealings with your spouse or partner � you may struggle with unjustified feelings of insecurity and fear. You may find yourself at the mercy of anger or greed whose source you don�t understand. You may be plagued with indecisiveness or revert to emotional �default� positions forged during childhood, such as submissiveness, rebellion or self-undermining behavior.

Even when you�re successful in parts of your outer life, neglecting the inner remains hazardous to your psychological and physical health. Without a developed inner life, you lose the capacity to regulate, channel and focus your energies with awareness, self-direction and judgment. �Personal relationships can suffer, your health may deteriorate and you become vulnerable to looking for new stimulation from the outer-world sources you know best � maybe a new �win,� a new lover, drugs or alcohol.

And that pulls you even more off-balance, possibly to the point of no return. The extreme examples are Read more…

Midlife Conflict and Renewal, Modern Love, Sex & Relationships, Psychological health in a post-globalized world, Work & Career "4.0" anxiety, career dissatisfaction, depression, inner life, marriage conflicts, psychological health, resiliency, stress

“Becoming Sane…” �Part IV

In Part III of �becoming sane�.� I wrote that our prevailing model of psychological health needs revision for today�s world � for outward success in a changing world, and for internal well-being.� I concluded by saying that a key to emotional resiliency and, more broadly, psychological health, in current times is learning to �forget yourself.�

So what does that mean?� Not thinking about your own needs?� Not looking out for yourself?� Not quite.� I�m using the phrase �forget yourself� to highlight an important capacity for health, survival, and �happiness� in today�s tumultuous, interconnected environment: the capacity to focus more on problems, needs, and solutions beyond just your own.� That is, the person who is too absorbed in his or her own self, own conflicts, own disappointments, and the like is much less able to engage the larger dilemmas and issues in positive, solution-oriented ways.� And that deficiency circles back to create dysfunction, damaged relationships, and career downturns.

Along the way I�ll be writing more about specific ways you can learn to �forget yourself� in your work, your relationships and your role as a global citizen. Here are some guidelines that help lay the foundation.

Three Responsibilities:

Think about your responsibilities as a human being living in today�s world, and on this planet.� Specifically, consider the following three responsibilities. They can serve as helpful guidelines for moving through and beyond the tendency we all share — to focus too much on our own selves.

Responsibility for your own mind-body-spirit

Recognize that it�s your job, alone, to continue learning and developing your emotional, mental, creative and physical capacities. Enlarging these capacities helps provide the flexibility and adaptability you need to deal with changes, good or bad. Don�t become like the character John Marcher in Henry James� �The Beast In The Jungle,� who waited passively, believing that something significant was going to happen�and ended up with a failed life.

Responsibility for those less able

Part of the new criteria for psychological health include this awareness:� You grow through your efforts to help and support others, less able than yourself, to find and follow a healthy path in this world. Find someone who needs and would welcome your aid, whether your children or family member. But stretch further, to include a stranger or those within the extended world community who suffer from lack of clean water, from famine, disease or torture. Organizations and individuals who could use your help are a click away on the Internet.

Responsibility for the planet

Reflect on the fact that your actions at home or in your community can help maintain a healthy, sustainable planet for future inhabitants, including your own descendants. Or, they can further jeopardize the environment they will live in. Look at your own actions in your home, your community, and at work. Ask yourself, are you becoming a �good ancestor?�

Some Steps You Can Take:

Loosen the grip of self-interest

Use self-awareness to observe � and contain � your Read more…

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Becoming Sane….Part III

In previous posts on the theme of �becoming sane in a turbulent, interconnected, unpredictable world,� I described why conventional emotional resiliency doesn�t work in the 21^st Century; and what that means for building a psychologically healthy life in today�s world.

In this post I�ll explain why many of the conflicts men and women deal with today stem from this contradiction:� The criteria for adult psychological health accepted by the mental health professions and the general public doesn�t really describe an adult. Nor, for that matter, does it describe psychological health.

A contradiction, to be sure, so let me explain: As we entered the world of the 21^st Century our definition of psychological health was largely defined by the absence of psychiatric symptoms. The problem is, that�s like defining a happy person as someone who�s not depressed. �Moreover, sometimes what appears to be a psychiatric symptom reflects movement towards greater health and growth in a person�s life situation.

But more significantly, our conventional view of psychological health is, in effect, a well-adapted, well-functioning child in relation to parents or parent figures.� Or, a sibling who interacts appropriately in a social context with other siblings. Either way, it describes a person functioning within and adapted to a world shaped and run by �parents,� psychologically speaking.

That is, we pretty much equate healthy psychological functioning with effective management or resolution of child- or sibling-based conflicts. For example, resolving and managing such child-based conflicts as impulse control; narcissistic or grandiose attitudes; and traumas around attachment, from indifference, abandonment, abuse, or parenting that otherwise damages your adult capacity for intimacy or trusting relationships.

Healthy resolution of sibling-type conflicts includes learning effective ways to compete with other �siblings� at work or in intimate relationships; managing your fears of success or disapproval; containing passive-aggressive, manipulative or other self-undermining tendencies; and finding ways to perform effectively, especially in the workplace, towards people whose approval, acceptance and reward you need or crave.

It�s no surprise, then, that many people feel and behave like children in a grown-up world. Examples permeate popular culture.� A good one is the popular TV show, �The Office.� It often portrays the eruption of these sibling-type conflicts, as the workers act out their resentments or compete with one another to win the favor of office manager Michael, another grown-up child who is self-serving and clueless about his own competitive motives and insecurity.

Unconscious child-type conflicts are often visible within intimate relationships and family life, as well.� They provide a steady stream of material for novels and movies. You can see, for example, fears of abandonment in a man who demands constant attention and assurance that he�s loved; or low-self worth in a woman who�s unconsciously attracted to partners who dominate or manipulate her.�Of course it�s critical that you learn to become aware of and manage effectively whatever emotional damage you bring from your early experiences into adulthood. We all have some.� That�s a good starting point for adult psychological health, but it�s not sufficient. �A well-adapted member of a community of other �children� and �siblings� within a psychological world of �parents� is not the same thing as a healthy adult.� Especially not within today�s interconnected, non-linear world.

So � without a picture of what a healthy adult would feel, think and do in the current environment, you�re left with questions but few answers. For example:

• How can you maintain the mental focus to keep your career skills sharp and stay on a successful path at work when you suddenly acquire a new boss who wants to take things in a new direction? Or if your company is acquired by another, or goes out of business?
• How can you best respond, mentally, if you have a new baby and a drop in family income at the same time that globalization sidetracks your career?
• How can you handle the pressure to work longer or do more business travel when your spouse faces the same demands?
• What�s the healthiest way to keep your relationship alive with fresh energy � or avoid the temptation of an affair?
• And how do you deal emotionally with the threat of terrorism � always lurking in the background of your mind � while enjoying life at the same time?

We now live within a world where the only constant is change, and where a new requirement is being able to compete and collaborate with everyone from everywhere about almost everything.

Doing that with self-awareness and knowledge of how to grow and develop all facets of your being � that�s the new path to adult psychological health.� But you need to know where to find the path.

Learning From The Business World?

Actually, I think we can learn a lot about what�s needed for psychological health from changes occurring in the business world. Read more…

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“What Happened To My Mental Health?”

In Part I of “Becoming Sane in a Turbulent, Interconnected, Unpredictable World,” I�wrote about why you need a new kind of emotional resiliency for success and well-being in today�s world.� Here, I�ll extend those thoughts about resiliency to psychological health in general.� Just as we need to redefine resiliency, I think we need to reformulate what a psychologically healthy adult looks like in this transformed world. �Here are my ideas about that:

Throughout most of the last century, adult psychological health has been largely equated with good management and coping skills: Managing stress within your work and personal life; and effective coping with or resolution of whatever emotional conflicts you brought with you into adulthood � and we all bring along some.

So, in your work that might include being clear about your career goals, and working your way up a fairly predictable set of steps to achieve power, recognition and financial success � all the things that we�ve equated with adult maturity and mental health.

At home, it would mean forming a long-term relationship that withstands the power struggles and other differences that often lead to affairs or even divorce.� You would assume that the healthy adult doest that via compromise at best, or disguised manipulation at worst.� In addition, you would accept �normal� decline of intimate connection and vitality over time.

But the fallout from the worldwide upheaval over the last few years have turned all those criteria of health upside down.� To be clear, it�s important to be able to manage conflicts that could derail your career or personal life. �But doing that isn�t enough to ensure future success, sanity or well-being in this turbulent and highly interdependent world we now live in.

Massive, interconnected forces within this globalized, unpredictable world add a host of new emotional and behavioral challenges to living a psychologically healthy, well-functioning and fulfilling life.

I deal with the fallout almost daily: People who�ve functioned pretty well in the past, but now feel as if they�re standing on tectonic plates shifting beneath them. Despite their best efforts, they struggle with mounting anxiety about the future of their own and their children�s lives, and confusion about their values and life purpose.

There�s the former Wall Street financial executive who told me he�d always defined himself by �making it through the next end zone� in his career, working long hours to ensure financial success. Now, as his company � and career � crumbled, he found that in addition to sacrificing time with his family, he had sacrificed his health: He has diabetes and high blood pressure. �Kind of a reverse �deal-flow,� � he lamented to me.

And the management consultant, pressured to ratchet up her travel to keep her career on track. �I�d been coping with everything, I thought,� she told me, �though I don�t like needing Zoloft to do it.� Instead of her career becoming more predictable as she gained seniority, her career propelled her into an even wilder ride. �Now I don�t have enough time for my daughter or my husband,� she said. �What kind of life is this? . . . My husband�s checked out, emotionally. And what am I teaching my daughter?�

Or the lawyer, who�d prided himself on �eating what I kill, and I�m a good killer.� He told me he has �more money than I ever dreamed of,� but also says that, �secretly, I hate what I do for a living.� But what�s the alternative, he asks, without �looking like a dysfunctional failure if I opt out?� After a failed marriage, he entered therapy and had begun to realize how his father�s unfulfilled dreams of �success� have impacted his own life � when suddenly his father died. �I�m in a tailspin,� he says; depressed and confused about what his own purpose in life is.

All of these people were on the kinds of life paths they expected would bring them predictable rewards. But counting on that linear upward climb is now hazardous to your mental health.

In fact, following that old path can make you more vulnerable to Read more…

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