Take Care of Yourself and Your Brand: 5 Self-care Tips for Small Community-Minded Organizations
By Jenny Spurr
The COVID-19 pandemic has exacerbated the precarious nature of business through lockdowns that shuttered some companies, concerns about the safety of customers and employees, and difficulty adjusting to working from home. Naturally, stress levels are through the roof, resulting in the dreaded b-word: burnout.
According to the World Health Organization (WHO), depression and anxiety cost the global economy $1 trillion per year in lost productivity. The negative impact of the coronavirus will no doubt drive these numbers even higher. As a small community-minded organization, you can equip your company to survive this global catastrophe by creating a culture of self-care.
In this article, we outline 5 steps you can take to better care for yourself, your employees, and your small community-minded organiztaion from some of the Bow Valley’s local experts in positive culture building.
According to the World Health Organization (WHO), depression and anxiety cost the global economy $1 trillion per year in lost productivity. The negative impact of the coronavirus will no doubt drive these numbers even higher. As a small community-minded organization, you can equip your company to survive this global catastrophe by creating a culture of self-care.
In this article, we outline 5 steps you can take to better care for yourself, your employees, and your small community-minded organiztaion from some of the Bow Valley’s local experts in positive culture building.
What is self-care?
The official definition of self-care is an intentional action that helps a person to recharge by taking care of their mental, emotional, and physical health. But, as Trish Tutton explains, it’s so much more than that.
Trish is a speaker and mindfulness expert on a mission to create calmer, happier workplaces. She says: “Self-care gets a bad rep because people don’t know what it is. But it’s vague on purpose because we are all unique. We are all different. We all need different things.” What self-care looks like in practice is—and should be—different for everyone.
It's a relatively new concept since the industrial revolution, when success was defined by stress and “anything less was seen as laziness, lack of productivity or engagement,” says Trish. “We have to remember that we are not machines, we are human beings. Machines need repair and maintenance. Our bodies, minds, and hearts require that too. That’s self-care.”
Trish is a speaker and mindfulness expert on a mission to create calmer, happier workplaces. She says: “Self-care gets a bad rep because people don’t know what it is. But it’s vague on purpose because we are all unique. We are all different. We all need different things.” What self-care looks like in practice is—and should be—different for everyone.
It's a relatively new concept since the industrial revolution, when success was defined by stress and “anything less was seen as laziness, lack of productivity or engagement,” says Trish. “We have to remember that we are not machines, we are human beings. Machines need repair and maintenance. Our bodies, minds, and hearts require that too. That’s self-care.”
Why is self-care important for small community-minded organizations?
“Gone are the days when it was super cool to be overly busy and over-scheduled,” says Kelly Wood, a certified life design coach and facilitator. Kelly knows that investing in a healthy culture can have a direct impact on a company’s bottom line. She helps teams build trust, establish values, and improve emotional intelligence.
“When people are burnt out, their nervous system goes into fight or flight mode. Everything is emotionally driven. Everything feels urgent and important. There is no logic,” says Kelly. “However, when the pre-frontal cortex is online, we can be more creative, prioritize well, and think strategically.”
That’s the part of the brain where behaviour, personality, and decision-making takes place—but it can’t function properly under stress.
“We lose out on creativity and intelligence. We lose energy. We lose the ability to have compassion and empathy towards other people,” adds Trish. “You will be a better parent, partner, or co-worker if you take care of yourself. You will be better able to serve your clients.” And you’ll build a better organization.
Studies show that cultivating a culture of self-care can draw out complimenting attitudes and behaviours from your employees, which grows and supports your company culture. You’ll have a stronger, more resilient organization that is better positioned to thrive in times of uncertainty, and ultimately, a successful brand. Your commitment to self-care will radiate beyond the walls of your company and attract customers while also allowing your small organization to stand out.
“When people are burnt out, their nervous system goes into fight or flight mode. Everything is emotionally driven. Everything feels urgent and important. There is no logic,” says Kelly. “However, when the pre-frontal cortex is online, we can be more creative, prioritize well, and think strategically.”
That’s the part of the brain where behaviour, personality, and decision-making takes place—but it can’t function properly under stress.
“We lose out on creativity and intelligence. We lose energy. We lose the ability to have compassion and empathy towards other people,” adds Trish. “You will be a better parent, partner, or co-worker if you take care of yourself. You will be better able to serve your clients.” And you’ll build a better organization.
Studies show that cultivating a culture of self-care can draw out complimenting attitudes and behaviours from your employees, which grows and supports your company culture. You’ll have a stronger, more resilient organization that is better positioned to thrive in times of uncertainty, and ultimately, a successful brand. Your commitment to self-care will radiate beyond the walls of your company and attract customers while also allowing your small organization to stand out.
Signs you or your employees might be experiencing burnout
While it can manifest in different ways, the most common signs of burnout include physical, mental, or emotional exhaustion. That may look like lack of sleep, changes in eating patterns, or anxiety, hopelessness, and overwhelm.
“It can be hard to get a grip on joy,” says Kelly, who explains that anger is the most contagious emotion. If not checked, “it can cause us to bring our colleagues with us into a funnel of collective burnout.”
Trish agrees that negativity and cynicism are signs to watch for: “Our brains naturally stick to the negative stuff when we are in survival mode. Of course, that’s going to affect somebody’s work.”
For a small organizations, the consequences can range from low employee morale and work performance to high turnover rates. The key is to flip the funnel, and turn your employees into your company’s greatest champions by creating a culture of self-care.
“It can be hard to get a grip on joy,” says Kelly, who explains that anger is the most contagious emotion. If not checked, “it can cause us to bring our colleagues with us into a funnel of collective burnout.”
Trish agrees that negativity and cynicism are signs to watch for: “Our brains naturally stick to the negative stuff when we are in survival mode. Of course, that’s going to affect somebody’s work.”
For a small organizations, the consequences can range from low employee morale and work performance to high turnover rates. The key is to flip the funnel, and turn your employees into your company’s greatest champions by creating a culture of self-care.
5 tips to take care of yourself and your brand
1. Approach self-care with an open mind
Creating a culture of self-care can’t be done off the side of a desk, says Kelly. In order to be successful, self-care initiatives need to be part of a company’s strategic plan and reflected in its values.
“There needs to be a reckoning around values, how they are co-created and co-defined in real ways, and the behaviours that are associated with them,” she says.
That means accepting what your company culture is in the current moment and knowing that it can change, says Trish. What it looks like today might be different from yesterday—and, more importantly, tomorrow. This is the basis of mindfulness. “It's not just about being present,” she explains. “It's being present with the way things are as they are.”
Start by looking inward to see the unspoken ways you define success as a company and how you embody them as a leader. Then ask the people in your organization what their experience with the company culture is and what values they see reflected in it. Adjust accordingly.
2. Build trust by giving your employees what they need
“When employees feel trust, it affects their sense of pride and joy, which in turn, affects retention and the company’s bottom line,” says Kelly. But building trust doesn’t happen overnight. Before your employees can start to feel comfortable expressing their needs, they need to feel compassion.
“The best leaders know that the well-being of the people who run their business is going to directly affect the well-being of their business,” says Trish. “When you’re working, you’re working with humans: they have feelings and lives going on outside of work.”
Creating space for open communication among co-workers is a solid first step, but you need to show that you’re listening. Recognize when your team is totally overwhelmed and overburdened, and give them the tools and resources they need.
While it takes time and money, resourcing your team properly can make all the difference to your company culture, and your brand.
3. Be a model of self-care
“When was the last time you told someone to do something and they actually did it?” asks Trish. The only way to see your team take care of themselves is to show up and do the same. “When people see change happen from the top, they want it for themselves as well.”
By showing employees how and why to take care of themselves, you can promote healthier options that will keep everyone feeling motivated and resourceful. Some examples include taking a dance break in your office, going for a walk, or calling a trusted friend. These simple actions help to remove stress from our bodies and close the stress cycle, something Kelly says is essential for letting go and moving on.
“Often, we'll shove down the feeling of stress and move on with our day. This is a coping mechanism that can trap stress in our bodies and be unhealthy over the long-term. There is a better way, and the good news is that closing out the stress cycle in a good way will keep us healthy over the long term,” says Kelly.
Of course, not everyone responds to stress the same way. The key is understanding your needs and the needs of your employees.
4. Rest when—and how—you need to
Like stress, rest doesn’t look the same for everyone either. “There’s a lack of understanding of what rest can be,” says Kelly. “What works for your partner or colleague may not be the same as what works for you.”
In fact, there are seven different kinds of rest--mental, physical, sensory, creative, emotional, spiritual, and social—and each kind has its own symptoms. Signs that you might need social rest, for example, include Zoom or social media fatigue.
“You know those Zoom calls that you feel obligated to attend? They were a great way to connect at the beginning of the pandemic, but maybe not so much now,” says Kelly. “If you're feeling overwhelmed by the social pressures in your life, time to learn to say no and create some boundaries.”
5. Encourage mindfulness through curiosity
When we think about resilience, we think about being able to bounce back from a challenge. As Trish explains, “challenges are inevitable, but all of the stress and the suffering we go through is not inevitable.” The key, she says, is to stay curious and allow your team to try new things--and fail.
“We’re uncomfortable with failure, especially at work because we think it’s a sign of incompetence. We’re not willing to be creative,” says Trish. “But part of evolving your company culture, creating new offerings for your customers, or finding new ways to work together as a team is being willing to be a bit uncomfortable.”
So try new things, bounce back, and move forward.
Creating a culture of self-care can’t be done off the side of a desk, says Kelly. In order to be successful, self-care initiatives need to be part of a company’s strategic plan and reflected in its values.
“There needs to be a reckoning around values, how they are co-created and co-defined in real ways, and the behaviours that are associated with them,” she says.
That means accepting what your company culture is in the current moment and knowing that it can change, says Trish. What it looks like today might be different from yesterday—and, more importantly, tomorrow. This is the basis of mindfulness. “It's not just about being present,” she explains. “It's being present with the way things are as they are.”
Start by looking inward to see the unspoken ways you define success as a company and how you embody them as a leader. Then ask the people in your organization what their experience with the company culture is and what values they see reflected in it. Adjust accordingly.
2. Build trust by giving your employees what they need
“When employees feel trust, it affects their sense of pride and joy, which in turn, affects retention and the company’s bottom line,” says Kelly. But building trust doesn’t happen overnight. Before your employees can start to feel comfortable expressing their needs, they need to feel compassion.
“The best leaders know that the well-being of the people who run their business is going to directly affect the well-being of their business,” says Trish. “When you’re working, you’re working with humans: they have feelings and lives going on outside of work.”
Creating space for open communication among co-workers is a solid first step, but you need to show that you’re listening. Recognize when your team is totally overwhelmed and overburdened, and give them the tools and resources they need.
While it takes time and money, resourcing your team properly can make all the difference to your company culture, and your brand.
3. Be a model of self-care
“When was the last time you told someone to do something and they actually did it?” asks Trish. The only way to see your team take care of themselves is to show up and do the same. “When people see change happen from the top, they want it for themselves as well.”
By showing employees how and why to take care of themselves, you can promote healthier options that will keep everyone feeling motivated and resourceful. Some examples include taking a dance break in your office, going for a walk, or calling a trusted friend. These simple actions help to remove stress from our bodies and close the stress cycle, something Kelly says is essential for letting go and moving on.
“Often, we'll shove down the feeling of stress and move on with our day. This is a coping mechanism that can trap stress in our bodies and be unhealthy over the long-term. There is a better way, and the good news is that closing out the stress cycle in a good way will keep us healthy over the long term,” says Kelly.
Of course, not everyone responds to stress the same way. The key is understanding your needs and the needs of your employees.
4. Rest when—and how—you need to
Like stress, rest doesn’t look the same for everyone either. “There’s a lack of understanding of what rest can be,” says Kelly. “What works for your partner or colleague may not be the same as what works for you.”
In fact, there are seven different kinds of rest--mental, physical, sensory, creative, emotional, spiritual, and social—and each kind has its own symptoms. Signs that you might need social rest, for example, include Zoom or social media fatigue.
“You know those Zoom calls that you feel obligated to attend? They were a great way to connect at the beginning of the pandemic, but maybe not so much now,” says Kelly. “If you're feeling overwhelmed by the social pressures in your life, time to learn to say no and create some boundaries.”
5. Encourage mindfulness through curiosity
When we think about resilience, we think about being able to bounce back from a challenge. As Trish explains, “challenges are inevitable, but all of the stress and the suffering we go through is not inevitable.” The key, she says, is to stay curious and allow your team to try new things--and fail.
“We’re uncomfortable with failure, especially at work because we think it’s a sign of incompetence. We’re not willing to be creative,” says Trish. “But part of evolving your company culture, creating new offerings for your customers, or finding new ways to work together as a team is being willing to be a bit uncomfortable.”
So try new things, bounce back, and move forward.
Talk the self-care walk with brand messaging
For small organizations struggling with burnout, self-care initiatives can have huge benefits for your team. You have the power to develop a culture of self-care and normalize the need for proactive stress reduction to maintain a healthy work environment.
A strong brand strategy with built-in self-care messaging supports your team and your company’s growth. As a boutique storytelling and communications company, Perch can help you talk the walk, and put your commitment to self-care on paper. We’ve helped countless companies build strong brand strategies that communicate their values, and connect and empower the people they care about. And we can help you too.
Contact Perch to schedule your free, 30-minute consultation.
A strong brand strategy with built-in self-care messaging supports your team and your company’s growth. As a boutique storytelling and communications company, Perch can help you talk the walk, and put your commitment to self-care on paper. We’ve helped countless companies build strong brand strategies that communicate their values, and connect and empower the people they care about. And we can help you too.
Contact Perch to schedule your free, 30-minute consultation.
About Trish Tutton
Trish Tutton helps corporate and not-for-profit clients boost employee resilience, wellness and fulfillment at work. For more information on her keynotes, mindfulness training programs and public workshops, see trishtutton.com
About Kelly Wood
Kelly Wood is a strengths and solutions-based life design coach and facilitator. She has her Graduate Certificate from Royal Roads University in Advanced Coaching Practices. She is an Erickson-certified Life Coach, NLP Master Practitioner, is certified in Strengths Deployment Inventory and is an Emotional Intelligence 2.0 certified facilitator. She’s also a facilitator and mentor coach with Canada Coach Academy. Kelly’s primary values are love, ease, courage, community and authenticity. Learn more at kellywoodcoaching.com
