According to the New York Times, “In recent years, many companies – from Google to General Mills – have started teaching mindfulness in the office.” An article in the Guardian also suggests, “Mindfulness can help reduce anxiety, stress, and conflict, and increase resilience and emotional intelligence (EQ) while improving communication in the workplace.” But what does mindfulness in the workplace mean, does it really help employees, and can it increase productivity?
Below, we tackle each question by reviewing the latest in mindfulness practices from the top thought leaders in science-based meditation and interpersonal neurobiology. We also offer vital tips on how to decide which mindfulness program is the right fit for your team.
The Latest From Thought Leaders in Workplace Mindfulness
Studies have shown that mindfulness in the workplace develops empathy and social relationships, strengthens self-determination, resilience, and persistence, and improves working memory. So what is mindfulness? Generally speaking, it is a state of awareness. However, to understand how to cultivate this practice, we need to look inside the brain.
Researchers now study various networks in the brain to gain a better understanding of how it operates – or Brain Network Theory. One of the leading neuroscience researchers in this area and Executive MBA Faculty member at Loyola Marymount University, Mark Waldman, understands and teaches how different brain networks impact creativity, productivity, communication, and well-being in the workplace. He holds workshops and lectures designed around Brain Network Theory and TIMES – or thinking, imagination, motivation, emotional, and salient networks.
Waldman explains when individuals use specific mindfulness techniques, they can tap into these different regions to reduce stress, heighten creativity, and improve productivity. For example, the Default Network or “Imagination Network” is the brain region where imagination processes like daydreaming and creative problem solving occur. Yet, this part of the brain also carries worry and fears. However, since this network contains creative problem-solving ability, it doesn’t just include our anxiety but our ability to move past them. The Central Executive Network (located in the prefrontal cortex) holds our decision-making or executive function processes like planning and focused attention.
However, a person can only be in one of these networks at a time. Waldman believes individuals should understand how to go back and forth between the Imagination Network and the Central Executive Network to achieve mindfulness. Doing this action helps individuals use their attention for a bit and then take a break to allow for creativity. This action achieves the balance they need in the Salience Network where stabilization takes place.
Yawning at Work?
By taking breaks from focused work and using mindful awareness, a person becomes aware of their thoughts and feelings in the moment and observes them without judgment. How can we practice this in the workplace? Waldman uses different techniques, including awareness practices and yawning. The first six (of twelve) strategies he discusses in his book, Words Can Change Your Brain, are designed to increase effective and compassionate communication. These include:
- Relaxing
- Staying present
- Cultivating inner silence
- Increasing positivity
- Reflecting on your deepest values
- Accessing a pleasant memory
Waldman feels these steps create an inner state of awareness and calm, which is essential for engaging in one of the most crucial aspects of communication – which is strategy number 7 or “observe nonverbal cues.” Waldman states in his book, “If you are not conscious of the subtle changes in the other person’s tone of voice, facial expressions, and body gestures, you will likely miss important clues that tell you what that person is thinking and feeling.”
Waldman also recommends the practice of yawning. He tells Endominance, “Many academic studies have looked into the benefits of yawning, and evidence suggests that it may play a key role in productivity, cognitive efficiency, stress reduction, pain regulation, and a form of empathetic communication.” He adds, “Over 85 percent of our Executive MBA students found that frequent yawning breaks created less stress, more alertness, and greater productivity throughout the workday.” These practices can be highly beneficial when employees achieve these goals together. Waldman suggests, “Mindful awareness with someone else is far more effective in terms of mindful dialogue and communication.”
Mindsight
Another leader in science-based meditation and interpersonal neurobiology is Dr. Daniel Siegel. He is a clinical professor of psychiatry at the UCLA School of Medicine, founding co-director of UCLA’s Mindful Awareness Research Center, and author of several books including, Aware: The Science and Practice of Presence. In this book, Siegel provides instruction for mastering the Wheel of Awareness, a tool for fostering more focus, presence, and mindfulness in one’s daily life, including the workplace. He explains that there are research-based elements of mind training that should include three pillars: focused attention, open awareness, and kind intentions towards others.
Siegel’s other well-known practices focus on “Mindsight.” Mindsight is focused attention allowing individuals to be aware of mental processes without being swept away by them. This practice supports personal well-being and greater success at work by applying some of the following techniques:
- Focusing on the breath – This practice helps lower reactions to stress and increases empathy.
- “Stay With That” – This is a practice of noticing and naming your feelings without judgment.
- SIFT – This helps focus attention through accessing Sensations, Images, Feelings, and Thoughts (SIFT).
In one of his leadership and team development videos, Brainpower: Mindsight and Emotional Intelligence in Leadership, with co-author Daniel Goleman, the amygdala is discussed as a trigger point for anger, impulse, and fear. When this circuitry takes over, it leads individuals to take actions they might regret later. Conversely, the critical area for self-regulation and informed decision-making is the prefrontal cortex. In Siegel’s executive leadership programs, he draws on the science of brain research and mindfulness techniques to help executives increase self-regulation – reducing the risk of outbursts and overall stress. These tools also help leaders:
- Develop self-awareness and insight.
- Shift their perception to improve organizational performance.
How to Decide on a Mindfulness Program
Now that we understand a few forms of mindfulness techniques used in the workplace, we now shift to how leaders can decide which program is right for their employees and company culture. At Endominance, we suggest meeting your team where they are. Before looking into a mindfulness program or employee health wellness initiative, it’s crucial to assess where employees are in terms of stress, communication style, interpersonal awareness, and several other critical areas of workplace productivity.
Taking this step will help gain deeper team insights before spending money on mindfulness or employee wellness programs that may or may not benefit the current workplace environment. Our PIC (Performance, Interpersonal, and Challenges) Report can help during this process by using team analytics that take a granular look at the strengths and limitations of each team member in several areas, including:
- Interpersonal Style
- Performance Style
- Cognitive & Behavioral Orientation (i.e. factors causing stress)
- Challenges at Work
Our PIC report is not only helpful in assessing existing employees, but it also helps mitigate hiring risks when searching for new employees – saving companies valuable time, resources, and money.
Other Factors to Consider
According to the Center for Resilience, before deciding on a workplace mindfulness training program, there are many things to consider, including:
Credibility – What training and experience does this person or program have with mindfulness or meditation? Check credentials.
Check the time to promise ratio – Does the program advertise making your employees more mindful in just 30 minutes? Do they promise you all the benefits of the scientific studies of mindfulness in just one class? Be wary of programs that promise too much or more than their time would allow them to give.
Top leaders from the Forbes Human Resources Council also suggest:
Use Research To Support Your Offerings
When offering programs such as mindfulness or even emotional intelligence, share the research with teams to support your offerings. Help employees and leaders understand the potential benefits so that they become champions of the initiative.
Bottom line – not all mindfulness methods and corporate wellness initiatives are created equal. Knowing what your team needs to maintain a productive work environment can be challenging. However, with the right research and assessment tools, leaders can find the best mindfulness program to take their team and productivity to the next level.
