Food Scarcity Hinders Worker Performance and Engagement

Learn how food insecurity makes workers anxious, less focused, and less helpful to colleagues. Find out how workplace food help can improve performance.

#FoodInsecurity, #WorkplaceWellbeing, #EmployeePerformance, #JobAnxiety, #WorkplaceBenefits

https://newsletter.tf/how-food-insecurity-affects-worker-performance-and-engagement-2026/

Workers worrying about food are 20% less engaged, new research from February 2026 shows. This is a big drop from last year.

#FoodInsecurity, #WorkplaceWellbeing, #EmployeePerformance, #JobAnxiety, #WorkplaceBenefits

https://newsletter.tf/how-food-insecurity-affects-worker-performance-and-engagement-2026/

70% of employees report experiencing burnout at least sometimes — and workload plus unclear priorities are major drivers.

When everything feels urgent, nothing is strategic.
When you say yes to everything, you dilute your impact.

#Burnout #WorkplaceWellbeing #Leadership

An empty chair can speak louder than any briefing. NHS staff face pressure, job insecurity and ignored cries for help. We need leaders who listen and act. #NHS #WorkplaceWellbeing #SuicidePrevention

https://thetrainingnet.com/say-so/

Burnout in Women: Signs, Causes, and Prevention Strategies

https://health4everyday.store/burnout-in-women-signs-causes-prevention/

“Our tenants say it is the most unusual and memorable workplace perk they have experienced – and our queen bee has developed something of a cult following in the building."

https://www.theguardian.com/environment/2026/feb/08/uk-employers-beehives-office-workplace-mental-health-community-nature

#workplacewellbeing #officewellbeing

Does anyone ACTUALLY like open offices? I sure didn't... When I was working in the software development industry, I always felt like I was bothering my coworkers when I had to talk to my clients!

Read here: https://www.psychologytoday.com/us/blog/positively-different/202411/why-open-offices-dont-work

#WorkplaceWellbeing
#Neurodivergent
#MentalHealth
#OpenOffice

Half of employees in the UK say they feel more engaged and productive when their organisation offers mental health support, whether that’s counselling, wellbeing programmes or early-help tools. It’s a reminder that the right resources don’t just reduce distress; they help people thrive. When support is visible and easy to access, everyone benefits.

Source: https://mhfaengland.org/mhfa-centre/blog/Key-workplace-mental-health-statistics-for-2024

#Galea #Mentalhealth #WorkplaceWellbeing

We all have a workplace survival story — a season of chaos we had to navigate, a job search that shook us, or a moment we had to be stronger than we felt.
But here’s the truth: resiliency isn’t the victory. Trust is.
Because without trust, resiliency becomes a survival emotion, not a path to growth.
If you’re tired, searching, or simply holding on — this one’s for you.
Read the full blog. 💛
#Leadership #Resilience #WorkplaceWellbeing #PsychologicalSafety #TrustAtWork…

http://leadboldly1.blog/2026/01/12/resiliency-in-the-chaos-why-every-workplace-survival-story-begins-and-ends-with-trust/

Support that’s reactive is no longer enough. Organisations need early, scalable engagement to truly support their people.

Galea provides a private, stigma-free self-check tool for employees, while supporting EAPs and HR teams with organisation-wide insights.

Proactive support can help reduce lost working days, burnout, and disengagement.
#Galea #MentalHealth #WorkplaceWellbeing

Employers need to prioritize employee mental health if they want to attract new talent
#Canada #MentalHealth #WorkplaceWellbeing #Work #EmployeeWellness #Leadership #HR #FutureOfWork #FlexibleWork #TalentAttraction #Labour #Jobs #Hiring #RemoteWork
https://the-14.com/employers-need-to-prioritize-employee-mental-health-if-they-want-to-attract-new-talent-2/

Work-related stress, depression and anxiety led to 17.1 million lost working days last year. Behind every lost day is a person trying to cope with more than the job description. Work is a major part of life and when mental health suffers, everything suffers.

Source: https://www.livecareer.co.uk/career-advice/work-related-stress

#Galea #Mentalhealth #WorkplaceWellbeing

Supporting Menopause in Libraries for Workplace Wellbeing

I always have multiple blog post drafts/topics I’m kicking around and working on. I really want to finish one on why work is NOT the solution to the loneliness epidemic. This week, an article on BBC caught my attention: “Without support, many menopausal workers are quitting their jobs.”

When I talk and write about workplace well-being, I share how important it is that staff have control over their workspace, including temperature and privacy. Having walls, a door, and the ability to have a fan or space heater is essential for many reasons, including hormonal fluctuations (which people have for various reasons, not just menopause). Honestly, cubicles and open office plans are the worst thing ever invented for staff’s physical and mental wellbeing. But back to menopause and work. 

The numbers shared in this BBC article are alarming.

• 23% percent considered resigning due to the impact of the menopause 
• 14% said they are planning to hand in their notice.
• Sick days, unpaid leave, and missed opportunities due to menopause cost $1.8 billion per year in the US alone.
• 8 out of 10 women go through the menopause while they’re still working
• 3/4 of people will experience at least one effect during this time. Night sweats, fatigue, headaches, joint pain, and anxiety are among the 34 medically recognized symptoms. 
• For 25% of people, these symptoms will be debilitating, significantly impacting their day-to-day lives, including work. 

Menopause is still a taboo topic outside of work. We don’t talk about female reproductive organs or menstruation with the same cavalier attitude as men’s. Many women don’t know about perimenopause, which can start in their 30’s and, in some cases, 20s. The medical profession still defines menopause by menstruation cycles, which many people who go through menopause don’t experience for one reason or another. 

At work, women have so many struggles to overcome, including the wage gap, gender bias, sexual harassment, lack of women role models, and just to name a few. They may be hesitant to bring up issues related to menopause. After all, the workplace is not supportive of childbirth, post-childbirth physical or emotional issues, or childrearing; why would it be supportive of menopausal issues? And, of course, there is the real risk that disclosing menopause symptoms could increase age and gender-related discrimination at work. 

Librarianship, a profession predominantly filled by women, has a disproportionate number of men in leadership roles. Lack of menopause support could be one reason for this. The challenges associated with menopause, such as the need for flexible work arrangements and the stigma and stereotypes associated with menopause, may affect women’s career paths or opportunities for advancement within the field. Many of the policy and practice changes we can make to support those going through menopause also benefit and improve the well-being of all staff.  

Why should libraries support people going through menopause?

Supporting employees going through menopause is important for those experiencing it and for everyone’s well-being. It reflects a commitment to employee well-being and a strategic approach to workforce management. Here are a few reasons why library support for menopausal employees is important:

• Promotion of Health and Well-being: Menopause can bring about a range of physical and psychological symptoms, including hot flashes, sleep disturbances, mood swings, and concentration problems. By acknowledging and supporting employees experiencing these symptoms, workplaces can help reduce their impact and promote a healthier, more supportive environment for all employees. Menopause can heighten the risk of developing conditions like osteoporosis and cardiovascular disease. Libraries can help employees navigate these health challenges by providing relevant support and information resources.
• Retention of Experienced Staff: Supporting employees through menopause is an important strategy for retaining valuable staff and respecting their contribution to the library. It reduces turnover and the costs of recruiting and training new personnel.
• Enhanced Productivity: Menopause symptoms can affect an employee’s performance. By providing support, such as flexible working hours, temperature control in the workplace, and access to health information and services, libraries can help minimize these impacts, maintaining or even enhancing productivity.
• Equality and Inclusion: Supporting menopausal employees aligns with broader initiatives aimed at equality and inclusion. It sends a positive message that the workplace values all employees regardless of gender or age, fostering a culture of inclusivity and respect. You may want to consider adding menopause to your DEIA work. 
• Elevated Workplace Morale Fostering a supportive workplace culture that genuinely values the well-being of every employee enhances morale and cultivates a more positive and welcoming work environment for all. This approach can increase job satisfaction and a more cohesive team.
• Legal and Ethical Responsibility In some regions, failing to support menopausal employees could be seen as discrimination based on gender or age. Supporting employees can help organizations comply with employment laws and uphold ethical standards.
• Improved Workplace Culture: A supportive approach to menopause can improve the overall workplace culture. It creates an environment where employees feel valued and understood, boosting morale and enhancing job satisfaction.
• Awareness and Education: Providing support for menopausal employees also raises awareness and educates the workforce about menopause, breaking down stigmas and misconceptions associated with this natural stage of life. This can lead to more empathetic interactions and a more cohesive team environment.
• Enhanced Employee Retention and Engagement – The absence of adequate support and resources can lead to the loss of experienced and skilled employees. Investing in a more inclusive and supportive environment enhances employee retention, as people are more likely to remain with a library that prioritizes their well-being. Policies and practices such as workplace flexibility and empathetic management help reduce turnover.
• Boosted Productivity – Supporting employees by offering flexible work schedules or allowing time off for medical appointments enables staff to manage menopause symptoms better and sustain their productivity. Such accommodations ensure that employees can contribute effectively without undue stress or discomfort.

Overall, supporting employees through menopause benefits those directly affected and enhances the workplace, fostering a more inclusive, productive, and healthy work environment.

So, how can libraries support people going through perimenopause and menopause?

Libraries can adopt strategies to support employees experiencing menopause, enhancing their well-being and workplace productivity. Remember, with all well-being, the goal is to support and empower staff to make the choices that best improve their health. Here are some practical approaches:

• Education, Awareness, and Conversations – Provide informational resources to educate management and staff about menopause. Understanding the symptoms and impacts can foster empathy and support within the workplace. Provide education to reduce the stigma associated with menopause, such as posting information on internal staff sites and training all employees, regardless of gender, helping staff understand that symptoms can begin as early as a woman’s 30s and that even minor accommodations can make a significant difference for those experiencing menopause. 
• Policy Adjustments – Develop and implement clear policies that address the needs of menopausal employees. This could include flexible working policies, room temperature control options, permission to use fans and space heaters, and access to private spaces to process emotions or physical symptoms privately.
• Flexible Working Arrangements—Allow flexible hours or remote work options for those experiencing severe symptoms. Flexibility can help manage symptoms more effectively. (Everyone should be allowed these options if they cannot physically do their work remotely.) For those unable to work from home, ensure access to frequent breaks and rest areas to accommodate physical needs.
• Health and Wellness Programs – Offer programs focusing on overall health and well-being, which are particularly beneficial for menopausal symptoms. Do not focus on weight loss, which is deeply problematic. 
• Modify the Workplace Environment – Ensure the work environment is supportive and inclusive. This could involve adjusting the office temperature, providing fans, or ensuring access to cold drinking water and flexible dress codes with breathable fabrics. Create spaces that can be personalized for comfort, like seating near windows that open or quieter, cooler areas. 
• Tailored Support and Accommodations – Recognize that symptoms vary widely among individuals. Personalized support plans can help address specific needs and show that the library values individual employee health.
• Access to Medical Support: Facilitate access to medical consultations or counseling services through employee health benefits. Review and adapt health benefits to cover treatments relevant to menopause, such as hormone replacement therapy, bone density tests, and cardiac health screenings. Allow flexibility for medical appointments during work hours and consider offering specific paid leave for menopause-related symptoms, separate from other types of leave. Or create larger pools of leave for everyone to support mental health and well-being days. 
• Open Communication Channels: Create a culture where employees feel comfortable discussing their health needs without fear of stigma or discrimination. Regular check-ins by managers or HR can help understand and address any concerns related to menopause. Grant permission to discuss menopause openly.
• Management Training -Train managers to handle health-related discussions sensitively and accommodate employees discreetly and respectfully. Educate senior leaders and managers on the symptoms of menopause and how they might affect daily work tasks. Training for managers focused on the health and well-being of employees, including their physical, mental, and emotional states. 
• Establish a Formal Menopause Policy – Create a library-wide menopause policy to increase awareness, instruct managers on necessary accommodations, and ensure all employees feel comfortable addressing their menopause-related concerns. Implement policies that protect privacy, allowing women to seek support without disclosing sensitive personal information.
• Reassess Hiring Practices – Address and eliminate any biases in hiring practices that may disadvantage older women who are potential candidates for employment. Actively work to create an inclusive hiring strategy that values experience and diversity.

Implementing these strategies can help create a more inclusive workplace where all employees, including those experiencing menopause, feel supported and valued. This not only helps in retaining skilled staff but also promotes a healthier, more productive work environment. As I read back through this list, I can see many ways these policies can improve the workplace for everyone, including people with disabilities and neurodiversity. 

Providing support for employees going through menopause is more than a gesture of goodwill; it is essential for fostering a thriving, inclusive workplace. By implementing supportive policies and practices, organizations can address a critical gap in workplace health and wellness, benefiting not only those experiencing menopause but the entire workforce. Embracing such initiatives helps retain valuable staff, enhances productivity, and reinforces a library’s commitment to diversity, equity, and inclusion. Creating a supportive environment for menopausal employees demonstrates a forward-thinking approach to employee well-being. 

References and Recommended Readings

Aragão, C. (2023, March 1). Gender pay gap in U.S. hasn’t changed much in two decades. Pew Research Center. https://www.pewresearch.org/short-read/2023/03/01/gender-pay-gap-facts/

Berry, E. (2022, February 17). Why is menopause still a taboo subject? UNSW Sites. https://www.unsw.edu.au/newsroom/news/2022/02/why-is-menopause-still-a-taboo-subject-

Brown, S. (2024, April 17). 3 ways to combat gender bias in the workplace | MIT Sloan. MIT Management Sloan School. https://mitsloan.mit.edu/ideas-made-to-matter/3-ways-to-combat-gender-bias-workplace

Contributors, W. E. (n.d.). What Is Perimenopause? WebMD. Retrieved April 19, 2024, from https://www.webmd.com/menopause/guide-perimenopause

Diehl, A., Stephenson, A. L., & Dzubinski, L. M. (2022, March 2). Research: How Bias Against Women Persists in Female-Dominated Workplaces. Harvard Business Review. https://hbr.org/2022/03/research-how-bias-against-women-persists-in-female-dominated-workplaces

girls inc. (2023, February 15). 5 Things to Know about Menstrual Equity and Period Poverty. Girls Inc. https://www.girlsinc.org/5-things-to-know-about-menstrual-equity-and-period-poverty

Gould, E. (2024, March 8). Gender wage gap persists in 2023: Women are paid roughly 22% less than men on average. Economic Policy Institute. https://www.epi.org/blog/gender-wage-gap-persists-in-2023-women-are-paid-roughly-22-less-than-men-on-average/

Grose, J. (2021, April 29). Why Is Perimenopause Still Such a Mystery? The New York Times. https://www.nytimes.com/2021/04/29/well/perimenopause-women.html

Gupta, A. H. (2023, April 28). Study Shows the Staggering Cost of Menopause for Women in the Work Force. The New York Times. https://www.nytimes.com/2023/04/28/well/live/menopause-symptoms-work-women.html

Howard, H. A., Habashi, M. H., & Reed, J. B. (2020). The Gender Wage Gap in Research Libraries | Howard | College & Research Libraries. https://doi.org/10.5860/crl.81.4.662

Kelsey Butler. (2023, April 26). How Does Menopause Affect Women in the Workplace? TIME. https://time.com/6274622/menopause-us-economy-women-work/

Kollewe, J. (2023, May 11). Almost two-thirds of young women have been sexually harassed at work, says TUC. The Guardian. https://www.theguardian.com/world/2023/may/12/almost-two-thirds-of-young-women-have-been-sexually-harassed-at-work-says-tuc

Kramer, A. (2022, February 24). Bias Holds Women Back. Forbes. https://www.forbes.com/sites/andiekramer/2022/02/24/bias-holds-women-back/

Lawton, S. (2018, March 6). Reflections on Gender Oppression and Libraries—Public Libraries Online. Public Libraries Online – A Publication of the Public Library Association. https://publiclibrariesonline.org/2018/03/reflections-on-gender-oppression-and-libraries/

Matt Gonzales. (n.d.). Menopause: What Employers Need to Know. Retrieved April 19, 2024, from https://www.shrm.org/topics-tools/news/inclusion-equity-diversity/menopause-employers-need-to-know

Mikhail, A. (2023, September 21). Menopausal women say they are unsupported at work. Here’s how employers can step up. Fortune Well. https://fortune.com/well/2023/09/21/menopause-workplace-ageism-flexible-policies/

Nordell, J., & Serkez, Y. (2021, October 14). Opinion | This Is How Everyday Sexism Could Stop You From Getting That Promotion. The New York Times. https://www.nytimes.com/interactive/2021/10/14/opinion/gender-bias.html

orcanist.gay (real web site) [@Orcanist]. (2021, September 16). “We’re returning to the office because our culture is so important” The culture: Https://t.co/sUyRAaeqUQ [Tweet]. Twitter. https://twitter.com/Orcanist/status/1438553008107892746

Patterson, J. (2020, February 24). It’s Time to Start Talking About Menopause at Work. Harvard Business Review. https://hbr.org/2020/02/its-time-to-start-talking-about-menopause-at-work

Rutledge, L. B. (2020). Leveling Up: Women Academic Librarians’ Career Progression in Management Positions | Rutledge | College & Research Libraries. https://doi.org/10.5860/crl.81.7.1143

Semeshkina, M. S. (2023, March 13). Council Post: Five Reasons Why We Don’t See More Women In Leadership Roles. Forbes. https://www.forbes.com/sites/forbesbusinesscouncil/2023/03/13/five-reasons-why-we-dont-see-more-women-in-leadership-roles/

Semuels, A. (2023, June 29). Now’s The Time to Bring Up Menopause At Work. TIME. https://time.com/6290706/menopause-care-work-us-companies/

Tatum, M. (2024, April 9). Without support, many menopausal workers are quitting their jobs. BBC. https://www.bbc.com/worklife/article/20240408-menopause-women-job-quits

#health #Libraries #menopause #perimenopause #women #womensHealth #WorkplaceWellBeing

Supporting Neurodiversity in the Library Workplace

I’m in the midst of editing book chapters and unable to finish any of the blog posts I have drafted, so this week, I’m sharing some articles I’ve read that are probably worthy of their own in-depth blog posts (and may eventually be). However, perfect is the enemy of the good, so I want to get them out there.

I came across this article on neurodiversity inclusion in the job interview. Since April is Autism Acceptance Month and autism is one type of neurodiversity, this is a good topic to explore in this week’s post. As someone diagnosed with their neurodiversity late in life, this is a topic I am also personally interested in. 

Neurodiversity inclusion starts with the job interviews.

“Neurodiversity encompasses an extremely diverse set of conditions, including attention deficit hyperactivity disorder (ADHD), autism spectrum disorder (ASD), Down syndrome, and Tourette’s syndrome, among others. Despite representing between 15% and 20% of the global population, neurodiverse individuals are severely underrepresented in the workplace. The unemployment rates for neurodiverse individuals reach up to 40%, according to some estimates.

When employees commit to inclusive hiring practices, they’re less likely to miss out on talented candidates. The more hiring managers use interview questions to express a hidden agenda over a person’s suitability and skills, the less legitimacy their organization will have in calling itself “inclusive.”

This article is a good start, but getting neurodiverse people in the door is just one step. If you don’t work to change your culture, policies, and practices, you are setting them up for failure. Many of the changes you can make to support neurodiverse staff benefit everyone, like flexible work hours, quiet times, headphones, private workspaces, incorporation of nature, natural light and control of lighting, DEIA training, open and clear communication, psychological safety, more efficient meetings, etc. I have gathered some resources and readings; some are library-specific, and others are not. I pulled out a couple specifically, but I encourage you to explore them all. 

Designing for Neurodiversity in the Workplace – This article makes recommendations about the physical workspace and environment, and of course, those recommendations don’t just benefit neurodiverse people. 

In some ways, the discussion of neurodiversity and design is too limiting. In many ways, all the elements that support neurodiverse individuals also promote comfort and achievement in neurotypical individuals. As one size doesn’t fit all neural processes, the focus is on universal experiential design to ensure the space accommodates all individuals.

Why It’s Important To Embrace Neurodiversity In The Workplace (And How To Do It Effectively). Aside from the obvious—it’s the right thing to do—embracing neurodiverse staff can be a real benefit to libraries. This article then offers some suggestions on making the workplace friendly for neurodiverse employees. 

Neurodiverse employees often have great attention to detail and are able to stay focused on their tasks. JPMorgan Chase created an Autism at Work initiative and found that their neurodiverse hires were, on average, 90% to 140% more productive than employees who had been at the company for five or 10 years.

Neurodiverse employees tend to be loyal to a good company and have a high job retention rate.

7 ways to help your neurodiverse team deliver its best work – Great suggestions on improving the work environment, and again, they benefit everyone. 

 And it turns out that most of the adjustments neurodiverse people need are relatively simple and inexpensive to implement.

“And most of what we think of as accommodations make the environment better for everybody,” says Cara Pelletier, M.A., senior director of DEI at holistic performance management platform 15Five. “When you’re implementing something that makes life easier for somebody with a disability, you’re making life easier for everybody.”

Specialisterne  – Great resource on autism and neurodiversity in the workplace. 

An internationally recognized leader in harnessing the talents of people on the autism spectrum and other neurodivergent people by providing them with the opportunity to sustain meaningful employment.

Resources, Reading, and Videos

Alissa. (2021, February 20). Libraries are for everyone! Except if you’re autistic. Cataloguing the Universe.

Anderson, A. (2018). Employment and Neurodiverse Librarians. STEMPS Faculty Publications, 82.

Anderson, A. (2021). Job Seeking and Daily Workforce Experiences of Autistic Librarians. The International Journal of Information, Diversity, & Inclusion, 5(3), 38–63.

Anderson, A. M. (2021). Exploring the workforce experiences of autistic librarians through accessible and participatory approaches. Library & Information Science Research, 43(2), 101088.

Autism Career Pathways (Director). (2020, February 10). Lauren the Autistic Librarian.

Autism Librarian. (2024, April 25). Autism Librarian. https://autismlibrarian.wordpress.com/

Bastian, R. (2023, October 23). Tips For Supporting Neurodiversity In The Workplace. Forbes.

Bristol, J. (n.d.). A Day in the Life of Adriana White—Librarian, Teacher, and Champion for the Neurodivergent. Spectrum Life Magazine. Retrieved April 25, 2024, from 4

Contributor, G. (2017, April 16). Perspectives of an Autistic Children’s Librarian. ALSC Blog.

Emily. (2012, June 29). Further Questions: Would You Hire a Person Who Has an Autistic Spectrum Disorder For a Reference Librarian Position? Hiring Librarians.

Eng, A. (2017, July 17). Neurodiversity in the Library: One Librarian’s Experience. In the Library with the Lead Pipe.

Finn, J. (2023, September 16). Two Librarians Fired Over Autism-Awareness Display, Because Rainbow. Prism & Pen.

Furr, P. (2023, March 7). Why It’s Important To Embrace Neurodiversity In The Workplace (And How To Do It Effectively). Forbes.

Is Your Workplace Neurodivergent Competent? (2022, September 20). Psych Central.

jrose. (2022, October 31). Neurodiversity and Libraries. Liblime.

Ludmila Praslova. (2022, February 1). Moral Injury at Work and Neurodiversity: Are there Additional Risk Factors? Specialisterne.

Ludmila Praslova. (2022, April 24). Workplace bullying of autistic people: A Vicious cycle. Specialisterne.

Maxwell, L. (2022, July 25). Being an Autistic School Librarian. BOOK RIOT.

McDaniel, K. (2022, December 15). We Need to Talk About How We Treat Library Workers Who Are Neurodivergent – Part One. Library Worklife: ALA Allied Professional Association (ALA-APA).

McDaniel, K. (2023, January 9). Library Workers Who Are Neurodivergent – Part Two. Library Worklife: ALA Allied Professional Association (ALA-APA).

Miranda-Wolff, A. (2023, August 7). 3 strategies for advocating for your neurodivergent employees. Chief Talent Officer.

Nasland, R., Dudheker, S., & Dudheker, R. N. and S. (2023, July 20). Designing for Neurodiversity in the Workplace. Work Design Magazine.

Neurodiversity in the Library: One Librarian’s Experience – In the Library with the Lead Pipe. (2017, July 17). https://www.inthelibrarywiththeleadpipe.org/2017/neurodiversity-in-the-library/

Redden, M. (2023, April 6). How to Be a Librarian (or succeed in self-directed work) When You Have ADHD: Part 1. Notes Between Us.

Specialisterne USA | Employ Different Thinking. (n.d.). https://us.specialisterne.com/

Swick-Jemison, J. (2023). ADHD and the Early Career Teaching Librarian: An Autoethnography. Canadian Journal of Academic Librarianship / Revue Canadienne de Bibliothéconomie Universitaire, 9, 1–16.

The Association of Southeastern Research Libraries (ASERL) (Director). (2024, February 29). Library Accessibility Alliance (LAA) Webinar: Transforming Librarianship to Model Neuroinclusion in Libraries.

Towers, A. (2023, June 1). My Turn: Neurodivergence in Libraries. Illinois Library Association.

Wood, C. (2023, March 17). 7 ways to help your neurodiverse team deliver its best work. CIO.

#adhd #autism #neurodiverseWorkplace #neurodiversity #workplaceWellbeing

Not all team building is created equal. Instead of forced fun, design activities that upskill your team — build psychological safety, sharpen communication, and strengthen collaboration through playful purpose.

https://buthonestly.io/leadership/team-building-activities-for-work/

#leadership #teambuilding #workplacewellbeing #careerdevelopment #playwithpurpose

This study links the lived realities of workplace mobbing with response patterns in the Gospel of Luke, offering practical guidelines for using specific biblical narratives more systematically in spiritual counselling and care.

Feel free to give it a read.
Vveinhardt J, Deikus M. The New Testament and Workplace Mobbing: Structuring of Victims’ Experiences. Religions, 2022, 13(11), 1022. https://doi.org/10.3390/rel13111022

#WorkplaceBullying #SpiritualCounselling #WorkplaceWellbeing
#OpenScience

Prioritize well-being! Explore the latest research and strategies to slash stress and burnout at work. Improve employee health with practical, proven tips. Build a thriving workplace today! Read more at Thecareerbeacon. #MentalHealth #WorkplaceWellbeing https://zurl.co/CH8WH

Coaching isn’t about fixing people — it’s about keeping them.
Retention rises when leaders coach consistently, not reactively.
Let’s shift the narrative.
#LeadershipDevelopment #RetentionStrategy #CoachingCulture #LeadBoldly #WorkplaceWellbeing #EmployeeEngagement

http://leadboldly1.blog/2025/12/17/coaching-isnt-a-performance-tool-its-a-retention-strategy/

Your company updates software before it updates people — and it shows.
L&D is the human operating system upgrade every organization desperately needs to prevent crashes, burnout, and outdated leadership.
#LearningAndDevelopment #LeadershipEvolution #FutureOfWork #LDCulture #PeopleFirst #WorkplaceWellbeing

http://leadboldly1.blog/2025/12/16/the-human-operating-system-why-ld-is-the-software-update-every-company-needs/

This blog isn’t just a rant (though we’ve earned one).
It’s a learning guide — a way to understand emotional labor, name it, navigate it, and stop letting it silently drain your energy or define your worth.

👉 If you’ve ever been “the strong one,” the fixer, the stabilizer, or the unofficial therapist at work… this one is for you.
#EmotionalLabor #InvisibleWork #WomenInLeadership #HRLife #LeadershipDevelopment #WorkplaceWellbeing #StrongOnes #BurnoutPrevention…

http://leadboldly1.blog/2025/12/15/emotional-labor-the-invisible-job-description-no-one-pays-for/