Emotional Inclusion

Dr. Kathy PikeDr. Kathy Pike is the founder and past director of the WHO Center for Global Mental Health and professor of psychology at Columbia University. She is also the CEO of One Mind. Dr. Pike has international experience in global mental health discussion. She has published over 100 articles and book chapters on eating disorders, culture, psychopathology, global mental health, and mental health in the workplace. A long-time advocate for increasing access to mental health services, Dr. Pike has provided consultation on mental health policy to Japanese parliamentary representatives and to the United States Mental Health Policy Organizations.She's also committed to supporting workplaces in their efforts to address mental health in the workplace. As such, she consults with global corporations with the aim of integrating best practices to reduce the burden of mental illness and enhance mental health and wellbeing in today's rapidly changing workplace. Insights from this episode:Challenges in addressing the complexity of issues that need to change regarding mental health in the workplaceChanging cultures and transformation through structural and systemic changesMental Health at Work Index for Leaders and Organizations3 Ps Framework: Protection, Promotion, ProvisionStrategies at One Mind at WorkAI as an aid for Mental Health Professionals Quotes from the show:“Taking care of our mental health is, it's a verb. It's not a noun. It's dynamic and it's changing. And so this idea of emotional inclusion that you've put forward, I think is one that's really powerful because it means it's an invitation.” - Dr. Kathy Pike“We have this false dichotomy that what's good for business is not good for mental health and what's good for mental health is not good for business. And that's just flat out wrong. Data is overwhelmingly clear that when we take care of our people, when you take care of people's mental health and wellbeing, it's good for the people, it's good for their teams, it's good for their families, it's good for the community, it's good for the workplace.” - Dr. Kathy Pike“Mental health and wellbeing and focusing on these issues in the workplace, you have to continuously demonstrate that it matters. You have to prove and continue to promote buy-in within the organizations. So you need to be able to demonstrate that what you're doing is having an impact on what you're aiming to impact.” - Dr. Kathy Pike“Emotional intelligence is all about knowing how to navigate our emotions and the emotions of the people we interact with. Whilst emotional inclusion on the other hand, puts emotional intelligence into action.” - Mollie Rogers Jean De Dieu“Inclusion is a verb and being inclusive of each other's emotional realm, as you and I are so aligned with, is something that we need to do.” - Mollie Rogers Jean De Dieu“Nothing will replace who we are as human beings but how AI can bring in additional insights and broaden our perspectives based on the humanity that resides within all of us is going to be fascinating.” - Mollie Rogers Jean De Dieu“Emotional intelligence versus emotional inclusion, it's one thing for leaders to know, it's another for leaders to do. And leaders are really building capacity around mental health and wellbeing at the most progressive organizations.” - Dr. Kathy Pike Stay connected:Dr. Kathy PikeLinkedInhttps://www.linkedin.com/in/kathleenmpike/Mental Health at Work Indexhttps://mentalhealthindex.org/ Emotional inclusionhttps://www.emotionalinclusion.com/https://www.instagram.com/emotional_inclusion/https://www.linkedin.com/company/emotional-inclusion/

In this episode, Mollie Jean De Dieu, the founder of Emotional Inclusion, offers us a glimpse into her latest book, "Emotional Inclusion: A Humanizing Revolution at Work". She recounts real-life workplace stories that illustrate the challenges people face and how fostering emotional inclusion can lead to improvements in the workplace for everyone.Insights from this episode:Stigma in the workplaceEffects of workplace experience on performanceFears and struggles from expectationsAnxiety in work influencing personal lifePressure from societal normsImportance of seeking helpPower of authenticity and vulnerabilityQuotes from the show:“Emotional inclusion invites others to look into our humanness. Being emotionally inclusive means being emotionally and mutually accepting of one another.”“The mind-body connection is undeniable when it comes to discussing mental health or emotional wellness holistically.”“There is an urgency to look at stigma as a gateway to creating emotionally inclusive workplace cultures.”“Emotional inclusion invites us to change the core of our discriminating attitude and false assumptions when labeling each other's humanity.”“There is no question that emotionally inclusive companies communicate tools and strategies to address and spot anxiety, depression, stress, and mental illness overall.”“The stigma of mental illness is one of the top reasons that people do not receive care.”“Emotional inclusion puts emotional intelligence into action in a medicalized, confidential, and purpose driven way.”“Whichever way we choose to tackle emotional inclusion, the pull is just greater than us at this stage.”“Emotional inclusion calls for the dialogue to be deepened, and the stigma to be weakened.”Stay connected:Emotional inclusionhttps://www.emotionalinclusion.com/https://www.instagram.com/emotional_inclusion/https://www.linkedin.com/company/emotional-inclusion/Get your copy of the book:https://amzn.to/402BNgj"Emotional Inclusion: A Humanizing Revolution at Work" is published by Penguin Random House

Deborah YehDeborah Yeh is the Global Chief Purpose Officer for Sephora. In this newly created global role,Deborah works across all teams to define Sephora's Purpose and the resulting sustainabilityand social impact priorities. Since joining Sephora in 2012, she has been instrumental inbuilding Sephora's reputation with a strong sense of purpose, and she is passionate aboutbringing Sephora's values to life in a meaningful and authentic way for all stakeholders.Recognized for her steadfast and fearless leadership across notable industry awards such asBusiness Insider's Most Innovative CMOs and Gold House's A100 for her work in the AsianAmerican community, Deborah has helped transform Sephora into an inspiring, inclusive andeducational beauty destination. In 2019, Deborah led the launch of Sephora America's award-winning “We Belong to Something Beautiful” brand campaign, and she has demonstratedrelentless commitment to actions in favor of greater diversity and equity in beauty, includingSephora's first-of-its-kind national Racial Bias in Retail Study, which was designed to measurethe issue of racially biased experiences in U.S. retail and identify solutions to end unfairtreatments.Prior to joining Sephora, Deborah led marketing strategy and planning for leading brands andretailers, most notably for Old Navy and Target, and she currently sits on the board of L.L.Bean. Deborah attended Harvard University, majoring in Psychology. She currently lives inParis with her husband, two children and two cats.Insights from this episode:Company purpose & Personal purposeOrganizational and employee wellnessChallenges in the retail industryWellness and mental health through a medical lensMedicalized care and safety and emotional attentionEmpathetic and great leadershipCulture of care and belongingQuotes from the show:“Our best assets in almost every company are the intellect and passion of our employees.” - Deborah Yeh“I think if we could nurture these bonds on a more authentic platform, surely enough our companies would truly benefit from it on a macro scale.” - Mollie Jean De Dieu“Emotional inclusion is such a powerful accelerant to more fulfilling and productive relationships including in the workplace.” - Deborah Yeh“Inclusion is an action.” - Mollie Jean De Dieu“Belonging is actually a powerful unlock because that is where you get the feelings. That is where you get the feeling of connectedness. That connectedness is anchored in support and acceptance in psychological safety that comes from belonging.” - Deborah Yeh“There can be no connection and thus belonging if there is no emotional inclusion or psychological safety.” - Mollie Jean De Dieu“A full practice has to think about belonging and has to be thinking about emotional inclusion.” - Deborah Yeh“What you're challenging us to do is to think about a broader set of forces that we can bring into our practices as leaders. Forces like caring, empathy, support, motivation. All these things are really powerful forms of fuel as a leader to open up and enable others to be successful.” - Deborah Yeh“When you open up to the world, the world opens up to you.” - Deborah Yeh“What I think is so powerful about the concept of emotional inclusion is that it reinvigorates the power of the individual to make a difference.” - Deborah Yeh“We're all born leaders, paving the way for a better future for all and hopefully a better now for everyone.” - Mollie Jean De Dieu“I think it's very illuminating and freeing to admit that there is no uncomfortableness in admitting our pain and our humanity in the workplace.” - Mollie Jean De DieuStay connected:Deborah YehLinkedInhttps://www.linkedin.com/in/deborahyeh/ Emotional inclusionhttps://www.emotionalinclusion.com/https://www.instagram.com/emotional_inclusion/https://www.linkedin.com/company/emotional-inclusion/

Hortense Le GentilHortense is a global executive leadership coach and the author of the widely applauded “Aligned: Connecting Your True Self with the Leader You're Meant to Be.” She works with CEOs and other senior executives around the world to help them lead with authenticity and close the gap between the leader they are and the leader they want to be. She is a certified Marshall Goldsmith Stakeholder Centered™ coach and part of MG100 Coaches. Hortense's executive coaching is informed by her 30 years in business, working across a number of industries—including media consulting, advertising, and entrepreneurship. She has been working on and delivering executive leadership programs at various Fortune 500 companies and for CEO Perspectives. She is ranked #5 on the Global Gurus list by World Management Global Gurus and was a 2021 nominee of the Thinkers 50 Coaching and Mentoring Awards. She is a contributor to Harvard Business Review and ThriveGlobal.com. Her thought-leadership has been featured in Forbes, Fast Company, Inc. and Business Insider.Insights from this episode:Workplace cultural differences Being aligned and connected with oneselfDifferent roles as a leaderFears within the workplaceLimitations and mind trapsImproving connection with your teamLeadership vs ManagementQuotes from the show:“How you can get aligned is to take the time to reflect, and to think about what is important for you; what drives you, what gives you energy, how you want to be remembered as a leader.” - Hortense Le Gentil“We have gained the awareness that breathing more humanity within our workplace is direly needed, and that has of course shifted how leaders themselves lead as a consequence.” - Mollie Jean De Dieu“The concept of alignment and unlocking yourself is really to free yourself from what's holding you back to be who you are and the leader you really can be.” - Hortense Le Gentil“Emotions are really the gateway to each other's humanness in so many ways.” - Mollie Jean De Dieu“In fact emotion, empathy, it's really the way to connect with people.” - Hortense Le Gentil“Showcasing our humanness, our emotional realms if you will, doesn't mean being on full display talking about and verbalizing every single emotion. But it's about showing up as our true authentic selves and saying “It's okay to be human. It's safe to be human.” - Mollie Jean De Dieu“Everything begins with you. With your emotions, with who you are, who you want to be, how you want to show up, how you want to be remembered.” - Hortense Le Gentil Stay connected:Hortense Le Gentilhttps://hortenselegentil.com/ Emotional inclusionhttps://www.emotionalinclusion.com/https://www.instagram.com/emotional_inclusion/https://www.linkedin.com/company/emotional-inclusion/

Lyn LeeLynn is the first global Asian female Chief Diversity, Equity and Inclusion officer to execute her job out of Asia for Shell. In terms of DE&I, Shell has a bold goal to become one of the most diverse and inclusive organizations in the world. With 20 years and counting at Shell, Lyn champions the DE&I priorities, focusing very much on accelerating the progress of gender balance in senior leadership and stem roles, ethnicity and local national representation.Lyn is passionate and committed to driving workplace inclusion of people with disabilities, LGBTQIA+, and promoting care and destigmatizing mental illness. She represents Shell as a company which embraces a diverse global workforce to build a strong culture of inclusion, respect and high performance.Insights from this episode:DE&IDifferentiation of Emotional Inclusion and Psychological SafetyStories and human connectionMental Illness and seeking professional helpRespect and empathyEmotionally inclusive leadershipMental health illnesses and medical care and treatmentLeadership tipsShell's “I'm Not OK” initiative (to promote open and honest conversations about mental health)Quotes from the show:“Inclusion, I think for me it's really feeling that you are part of that ecosystem, that when I go to work I know that I will be supported. It's about knowing that I'll be valued for my contributions and that I'll be valued for the person that I am. So when I go to work I feel safe. And being able to be myself, I can thrive.” - Lyn Lee“Emotional inclusion for me would mean that no matter who I am that day, whether I'm having a good or bad time, that I can feel almost that the people that I work with have my back.” - Lyn Lee“Psychological safety is really being in an arena that allows you to be safe whilst Emotional inclusion really is about the ability to bring your full self at work with the emotionality component that we all have ingrained within all of us.” - Mollie Jean De Dieu“All of us have a story and when we share that, we connect people because we all have at some fundamental level, we all need that connection; the ability to hear other people's stories so that it gives us a voice as well to tell our stories.” - Lyn Lee“People really need to hear that navigating or going through difficulty is not an end-all and be-all and that we can survive it all, and we can also still be able to have a career.” - Mollie Jean De Dieu“You have all these vented emotions that you are carrying, worries that you are carrying, and all of these add to an emotional burden and that burden is heavy. It's heavy unless you share it, unless someone is able to give you feedback. And that's actually what's needed in a major crisis like that in terms of dealing with mental health challenges.” - Lyn Lee“Company leadership plays such an important role in creating an environment where employees have the chance to take time off to care for themselves and where worker well-being is really emphasized.” - Mollie Jean De Dieu“For companies to truly put mental health at the centerfold of their agendas, really understanding the full scope of our employees' humanity both the physical and the mental,  and really looking at insurances too or allocated budget, to care for our employees mental welfare because as we know mind and body are so interconnected.” - Mollie Jean De Dieu“The first thing that is the most difficult is having the ability to talk about this [mental health]. This is the most important. This is the start to recovery, the start to being better, the start to gaining back yourself.” - Lyn LeeStay connected:Lyn Leehttps://www.linkedin.com/in/lyn-lee-981ba03/ Emotional inclusionhttps://www.emotionalinclusion.com/https://www.instagram.com/emotional_inclusion/https://www.linkedin.com/company/emotional-inclusion/

Gordon WatsonHe is the CEO for AXA Asia, an experienced and energetic leader with a strong track record of delivering results. He is also a member of the group's management committee. Gordon's career in the insurance industry spans more than 30 years, including as regional CEO for AIA, as well as leading the group's corporate solutions, partnership distribution, and AIA Vitality businesses from 2011 to 2017; he was also regional president for AIG Life in Japan and Korea from 2008 to 2010. He has held many key senior roles based out of London, New York, Nairobi, Dubai, Tokyo, Seoul, and Hong Kong. Gordon holds an MBA from the University of Hull in the UK and is a fellow of the UK's Chartered Insurance Institute and the Society of Marketing. He is also the founding chair of Shared Value Project (SVP) in Hong Kong, where he works with private companies to tackle social issues.Insights from this episode:Mental health visibilityEthisphere Institute & One MindMental health Index of best practices for companies' self assessmentCreating mental health culture in companiesLeaders' role and responsibility in mental health company practicesSustainability of mental health practices in companiesInclusion of mental health in InsurancesQuotes from the show:“Each person, to be all you can be in a company needs to come in, needs to bring the best of themselves to work and be able to thrive there.” - Gordon Watson“For me as a CEO, we want high performance, but people need to come in and they need to feel comfortable that they can thrive.” - Gordon Watson“If you really get mental health culture right, it should be robust and strong enough for everyone.” - Gordon Watson“How can we create an overall robust mental health culture that really allows employees to bring the best of themselves to work everyday no matter who they are and really have a meritocracy and a team that supports each other?” - Gordon Watson“We really have the moral obligation to look beyond and exercise deep awareness in that realm because a lot can be hidden behind a smile.” - Mollie Jean De Dieu“Emotional inclusion, it's really all about the doing because inclusion is an action.” - Mollie Jean De Dieu“There is such a stigma behind mental health but we need to be walking our talk in making ripples of change and allowing there to be a work landscape for the generations to come where they can truly bring their full selves at work.” - Mollie Jean De Dieu“Unless we see employee mental well-being through a medical lens, it cannot be sustainable.” - Mollie Jean De Dieu“If you look after the mental health of your employees it's going to affect your business in a very positive way; morale, engagement, etc.” - Gordon WatsonStay connected:Gordon Watsonhttps://www.linkedin.com/in/gordontwatson/Emotional inclusionhttps://www.emotionalinclusion.com/https://www.instagram.com/emotional_inclusion/https://www.linkedin.com/company/emotional-inclusion/

Amy EdmondsonAmy is the Novartis Professor of Leadership and Management at the Harvard Business School, a chair established to support the study of human interactions that lead to the creation of successful enterprises. Best known for her groundbreaking work on psychological safety in the workplace, Amy has written a fantastic book called “The Fearless Organization, creating psychological safety in the workplace for learning, innovation and growth.” She is the author of seven books in total and more than 75 articles and case studies. Amy has been named in 2021, The #1 Management thinker in the World by Thinkers50 for her pioneering ideas on psychological safety in the workplace and transforming how companies operate, innovate and collaborate. She was also named the Most Influential International Thinker in Human Resources by HR Magazine in 2019.Insights from this episode:Psychological safetySpeaking up and being heardCultural differences in workplace dynamicsPurpose and fulfillment in workSpectrum of Mental Health illnessesValue creationCuriosity, Humility, and EmpathyQuotes from the show:“It's great to have psychological safety and feel like you can speak up, but it matters even more if you feel like someone's listening.” - Amy Edmondson“Healthy organization of the future would be one where the purpose is front and center is people's minds, where the culture is healthy, inclusive.” - Amy Edmondson“We all want to be a part of something larger than ourselves.” - Amy Edmondson“The first thing that companies need to do is truly differentiate and help identify  people who are having medical mental health challenges and get them the help they need. Nothing could be more important than that. “ - Amy Edmondson“Psychological safety is simply permission for candor.” - Amy Edmondson“Curiosity is the twin sister of humility.” - Amy Edmondson“Emotional inclusion is really a calling on companies to seriously invest in the mental health of their employees inside their organization, and really through a medical lens to see sustainable results because that's effectively what we're all after.” - Mollie Jean De Dieu“Make sure that our employees feel valued and cared for, and that they have a sense of meaning within their organizations.” - Mollie Jean De DieuStay connected:Amy EdmondsonLinkedInhttps://www.linkedin.com/in/amedmondson/Emotional inclusionhttps://www.emotionalinclusion.com/https://www.instagram.com/emotional_inclusion/https://www.linkedin.com/company/emotional-inclusion/

Darren BurnsPresident of Golin Asia, Darren is a seasoned regional communications leader who has spent over two decades leading agencies in Taipei and Shanghai before relocating to Singapore in early 2019. His proven track record on evolving and implementing world class client service that drives real impact is unequivocal. Darren is also a lecturer, a speaker and a fellow podcaster. Jane Morganis the Managing Director at Golin / Head of Client Services APAC. Jane joined Golin at HK in 2016 after senior roles at Ketchum and Edelman. Her record as an innovator in the region around talent, DEI and mental health, and her ability to create high performing teams is undeniable. Jane is passionate, driven, kind and always such a joy to speak to in our sharing of the mission.Insights from this episode:Diversity, Equity, and InclusionIdentifying and accepting mental health strugglesAsia for Asia - local level supportTherapist support in the companyLeaders creating an environment allowing vulnerability and opennessNormalizing mental health discussionsMental health spectrumCovid as an accelerant for mental health importance and discussionQuotes from the show:“Go all in.” - Golin“Fix it before it breaks.” - Golin“Listen first, act, test and learn, and move things forward because together we can really create change and it has to be driven from the top.” - Darren BurnsHealthy emotions play a fundamental and participatory role in success and actually failing to recognize this is not just stigma, but it's denial.” - Mollie Jean De Dieu“The moment you start to act then the trust builds. Then you'll find that people will open up and will start speaking a little bit more openly because they trust that you're listening to them and making the changes that they require.” - Jane Morgan5 things to humanize the workplace: ListenAct Show your human side Make the phrase “it's always been done that way” outlawedBe agile with your decision making and constantly evolveJane Morgan“Having this open discussion, collaboration, but led from the top with bottom up feedback, has definitely been a game changer for us.” - Darren Burns“It's life saving, and it's life changing in so many ways to have that one person listen to you and what you have to say.” - Mollie Jean De Dieu“We take care of our people, and that essentially takes care of the business.” Mollie Jean De DieuStay connected:GolinLinkedinhttps://www.linkedin.com/company/golin/Darren BurnsLinkedinhttps://www.linkedin.com/in/darren-burns-21a08a4/Jane MorganLinkedinhttps://www.linkedin.com/in/janemorgan01/Emotional inclusionhttps://www.emotionalinclusion.com/https://www.instagram.com/emotional_inclusion/

Chester Eltonhas spent 2 decades helping clients engage their employees and organizational strategy, vision, and values. In his inspiring and always entertaining talks, Chester provides real solutions for leaders looking to build culture, manage change, and drive innovation. Chester is the co-founder of The Culture Works, a global training company, and author of multiple award-winning, number 1 New York Times, USA today, and Wall Street Journal best-sellers; which have been translated into 30 languages and sold more than 1.5 million copies. These books are: “All In: How the Best Managers Create a Culture of Belief and Drive Big Results”, “The Carrot Principle: How the Best Managers Use Recognition to Engage Their Employees, Retain Talent, and Drive Performance”, “The Best Team Wins: The New Science of High Performance”, and his latest book, “Anxiety at Work: 8 Strategies to Help Teams Build Resilience, Handle Uncertainty, and Get Stuff Done”.His books have been called “fascinating” by Fortune magazine, and “creative and refreshing” by The New York Times. Chester has appeared on NBC's Today Show, CBS News' 60 Minutes, and is often quoted in Fast Company, Newsweek, and The Wall Street Journal. In 2020, Global Guru's research organization ranked Chester #4 amongst the world's top leadership experts, and #2 amongst the world's top organizational culture experts. He recently ranked #9 in the top 200 biggest voices in leadership to watch for in 2022.Insights from this episode:Duck SyndromeWorkplace anxietyMental health issues increase in younger generationHealthy workplace communication languageTrust and emotional safety in leaders and the workplaceImportance of making it safe to make mistakes, failures, and asking for helpWorker overload and burnout vs job securitySympathy vs EmpathyGratitudeQuotes from the show:“There is only one attribute to a leader that matters, and that is - empathy. If you are not empathetic, if people don't believe that you care about them, none of the other stuff matters.”“Even in the hard times, there are things we can be grateful for. Change that mindset, reduce your anxiety. ““The 8th strategy is gratitude. Treat yourself and treat those around you with a little bit of gratitude - it lifts them up, and it lifts you up.”“Gratitude is an extremely effective way to lead your teams in business. If you lead with gratitude, you'll have more engaged, happier employees. If you're happy at work, you'll be 150% more likely to be happy in your personal life. ““We've got responsibilities as leaders to send our people home happy, virtually or physically. It's a great way to lead. It's a great way to run a business. It's an even better way to just live. “ “Trust me on this one. That when you live a life of gratitude, you're more relaxed, you're more aware, you're a better support to your spouse, your partner, your kids, your family, your community. ““When you put gratitude at the center of your life, it's just a better way to live.”“The bravest thing you can do is ask for help.”“Having anxiety is a normal human behavior for us all to have and it's okay to normalize it and to not to frown upon it in this flawless corporate landscape today.”Stay connected:Chester EltonLinkedinhttps://www.linkedin.com/in/chesterelton/The Culture Workshttps://thecultureworks.com/Podcast: Anxiety at Work with Adrian Gostick & Chester Eltonhttps://apple.co/3H5tqoVEmotional inclusionhttps://www.emotionalinclusion.com/https://www.instagram.com/emotional_inclusion/

Insights from this episode:What we learned from the past 2 yearsMental health programsChanging working conditionsGlobal health systemsMental health resources in companiesQuotes from the show:“The bottom line here is: employee mental health is and will continue to be the nucleus to building healthy work environments.”“Emotional expression should not be a bias in hindering positive office culture.”“There is no health without mental health.”“Yes, vision is easy but execution takes work and that's exactly what we set out to do at Emotional inclusion.”Stay connected:Emotional inclusionhttps://www.emotionalinclusion.com/https://www.instagram.com/emotional_inclusion/

Olivier Kruegeris the global CEO of Lufthansa Systems. Lufthansa Systems is one of the world’s leading providers of IT services in the airline industry. It draws its unique strengths from an ability to combine profound industry know-how with technological expertise and many years of project experience. Formed as a spinoff of the Lufthansa Systems Group Airline Solutions division, the company continues to be a brand now familiar to the airline industry worldwide. The company offers its more than 350 airline customers an extensive range of successful and in many cases, market-leading products for the aviation industry. Lufthansa Systems also supports its customers both within and outside the Lufthansa Group consulting services and experience it has gained in projects for airlines of every size and business model. Having worked in many countries around the world leading large international multicultural teams throughout his career, Olivier is known to be an empathetic and humble leader. Close to his people, many are those who testify that Olivier leads from the heart. Insights from this episode:Effects of the pandemic on employees and company responsibility to actWhat is true leadership?Importance of empathy and listening in leadershipCompany response and adaptation to the pandemicImportance of communication technology within the company during the pandemicEmpathy and empowerment in leadershipImportance of trust and diversity in companiesLufthansa Systems’ “Playbook”Breaking the stigma of seeking help in dealing with mental health issuesQuotes from the show:“Don’t work hard to develop a passion, but find your passion and then work hard to become the best in what you love.” - Olivier Krueger“Leadership is all about developing people and helping others reach their full potential.” - Olivier Krueger“Empathy entails truly feeling the emotions of the other person and doing so without judgement and criticism.” - Mollie Jean De Dieu“If you look into tools and approaches that helped certainly, though creating a sense of “You're not alone in this.” was equally important and it had to be addressed in the empathy level. ” - Olivier Krueger“We’re doing it because we believe that we are a much better company, a better community, if we have that diversity throughout the entire company.” - Olivier Krueger“Empowering leadership is the choice of leaders to engage in behaviors that allocate greater responsibility and freedom to followers, and effectively increase their motivation levels which may ultimately lead to higher levels of success.” - Olivier Krueger“When people feel empowered, they truly believe in themselves and promote that optimism and can-do spirit that gets things done faster and better.” - Mollie Jean De Dieu“Trust and allowing others actually to be empowered, is something that doesn't cost you a single cent but help you to create an organization that is extremely effective and a lot of fun to work in.” - Olivier Krueger“We need to make sure that we shape the circumstances in a way that it’s not only support in a technical way but also in a mental and psychological way.” - Olivier Krueger“Emotional inclusion is not a side topic. It’s a key to success.” - Olivier Krueger“Listening to others not only on the surface, makes a difference.” - Olivier KruegerStay connected:Olivier Kruegerhttps://www.linkedin.com/in/olivier-krueger/Emotional inclusionhttps://www.emotionalinclusion.com/https://www.instagram.com/emotional_inclusion/

Michael Connollyis the COO of Corporate Bank and Investment Bank APAC at Deutsche Bank. He is responsible for business management, office control, strategy, and transformation, of around 2300 employees across the region. Under his leadership, the Investment Bank in Asia topped Asia Risk Awards 2020 with 3 House Awards, winning the coveted titles of: Crisis Response of the Year, Market Maker of the Year, and Deal of the Year. A Canadian native with a love of France, his deep vested humanistic leadership has touched many. Insights from this episode:What makes an exceptional leader?Company’s addition of skills to employees throughout career progressionAdaptive leadership in navigating the pandemicCompany’s adapting technology and management to support employees during the pandemicWork from home difficulties and programs to help people in the companyPillars of “The People Strategy” ProgramMental First-Aiders and The Resilience CollectiveLeadership awareness of employee stateAttributes of a great leaderStigma of Mental HealthQuotes from the show:“There’s no silver bullet yet, but we’re spending a lot of time working on it.” - Michael Connolly“The skills that have gotten you in the door are absolutely not the skills that will make you an excellent managing director or business head.” - Michael Connolly“As an organization, we need to ensure that we are adding skills to people as they progress through their career.” - Michael Connolly“There absolutely was a high correlation in the observations that I made during the lockdown period of people that had a big safety net around them and arguably flourished and those that were under a lot of stress and it became all the more important that we understood what was going on with them.” - Michael Connolly“Wellness including mental wellness is absolutely something that we have identified as a priority.” - Michael Connolly“Empathy as a manager, is one of the most important attributes to display.” - Michael Connolly“A manager must have awareness of all the factors that can impact the emotional state of employees.” - Michael Connolly“Emotionally inclusive leadership means that yes, as leaders we commit to truly ensuring that our teams, that our employees are cared for so that they can really feel a sense of belonging and value to achieve their full potential.” - Mollie Jean De Dieu"There's definitely something to be said about bringing qualified expertise to tackle a very specific challenge. And I think the events of the last 18 months have proven that ensuring that everyone is getting support they need is definitely a challenge." - Michael ConnollyStay connected:Michael Connolly - Linkedinhttps://www.linkedin.com/in/michael-j-connolly-a3558b7/Emotional inclusionhttps://www.emotionalinclusion.com/https://www.instagram.com/emotional_inclusion/

Alain LiAs the Asia-Pacific Regional CEO of Richemont, Alain is responsible for overseeing and cultivating the presence and development of some of the world's most coveted luxury brands in the region such as Cartier, Montblanc, Van Cleef & Arpels to name a few. His objective is to build success in his industry through the success of his people. With a strong and agile team, he aims to be a truly holistic organization. His deeply humanistic leadership ethos is inspiring. Insights from this episode:Leadership values and sense of purpose Customer and Employee CentricityWe Care programPreventive support for employees Adaptive resiliency Evolving leadership through generationsDestigmatization of mental wellness across culturesCultivating an environment that allows vulnerabilityCorporate responsibility on employee’s job security and welfareRichemont retail academy and watch making schoolQuotes from the show:“I think there is a responsibility of everyone to not just care for our customers, but also care for all our teams.” - Alain Li“At some point we all need a strong support system around us.” - Alain Li“The Truth in the matter is that the pull of looking at mental wellness in the workforce is greater than us.” - Mollie Jean De Dieu“I think it’s good that there is that awareness now; mental issues but also the need to look at things holistically and to try and do good. Just basically to try and do good by our colleagues, by our family, by our neighbor, and by each other.” - Alain Li“As people get exposed it becomes destigmatized. People understand that they are not alone in feeling those things.” - Alain Li“I think it’s important for us to know that we can bring our whole selves to work and also for leaders to be vulnerable themselves because at the end of the day we are the ones who are setting the note and the example for others to follow in our footsteps.” - Mollie Jean De Dieu“I think egolessness is a state of mind of mind, of awareness, of curiosity, of inquisitiveness, and paying attention and understanding one another.” - Mollie Jean De Dieu“We have a corporate responsibility to people who have given a lot of their time to support the business and I think it’s important for businesses to ensure that when times are tough, we do also look after the welfare of our teams who have been there during the good times as well.” - Alain Li“Whatever we do, it really has to start from within so we ourselves as leaders have to feel comfortable to be emotionally engaged with ourselves and then be able to be emotionally engaged with all of our colleagues and to set that tone to instill that culture of truly listening and truly caring.” - Alain Li“People talk about the digital revolution but I think the emotional inclusion revolution has taken a big step forward.” - Alain LiStay connected:Alain Li - Linkedinhttps://www.linkedin.com/in/alain-li-94272b181/Emotional inclusionhttps://www.emotionalinclusion.com/https://www.instagram.com/emotional_inclusion/

Bettina von SchlippeShe is currently the publisher of Vogue in Singapore. She has worked in publishing and media for over two decades and is no stranger to taking on new challenges with poised determination. Bettina is also the founder of R.S.V.P, a fashion & lifestyle marketing communications agency based in both Singapore & Russia. A big chunk of Bettina’s life was spent in Moscow, where previous to launching RSVP, she worked in PR, media relations and event management with BBDO (where she oversaw the accounts for Johnson & Johnson, Martini and Gillette to name a few) and then moved on to Conde Nast Russia where she was responsible for the communication for Vogue, GQ, and the Architectural Digest publications. Now based in Singapore, the center of luxury lifestyle in Southeast Asia, Bettina has been missioned with unleashing Vogue. She is a smart, witty, strong woman who inspires many and carries herself with such grace and genuine love for mankind.Insights from this episode:Leadership duties on employee’s emotional well-beingBalance of workforce well-being and having a successful businessProgression of business mindset throughout the years regarding humanness in the workplaceAlignment of leader and therapist on business vision and workforce emotional wellnessLeader’s empathy and compassion for employee well-being and motivationThe question of “how to” regarding vulnerability and self-regulation in the workplaceCovid-19’s impact on corporate growth and emotional sustainabilityPower of verbal and non-verbal communicationSocial media’s role in one’s emotional well-beingQuotes from the show:“You have legal advice, and you have other advisors, why shouldn't we apply the same system for emotions?”“You have to be self-aware. You need to manage your own emotions before you can manage the emotions of others and people around you.”“You’re not always right and you have to admit it. And I think that as well as a spirit of good leadership, you are open about it because if you want your team to be behind you, they need to understand it’s authentic how you are.”“What I learned in these 9 months is to listen very carefully and not have a ready made concept.”Stay connected:Bettina von Schlippe - Linkedinhttps://www.linkedin.com/in/bettina-von-schlippe-711a2268/Instagramhttps://www.instagram.com/bschlippe/R.S.V.Phttp://sg.rsvp-agency.com/Emotional inclusionhttps://www.emotionalinclusion.com/https://www.instagram.com/emotional_inclusion/

Dr. John DemartiniHe is a world-renowned specialist in human behavior, a researcher, author, and global educator. He was just recently selected as Top Human Behavior Specialist of the Year for 2020 by the International Association of Top Professionals (IAOTP) for his outstanding leadership and commitment to the profession.Dr. Demartini played a key role in the internationally acclaimed documentary “The Secret” (directed by Rhonda Byrne) and is amongst the world’s more renowned & respected researchers when it comes to human behavior and how it translates into performance. With 47 years of in-depth study to his name, he is one of the forefathers of human potential in aiding people all over the world to live more purposeful lives. He has addressed public & professional audiences of up to 11,000 people at a time across the world and has shared the stage with some of the world’s most influential people. From the thousands of testimonials he receives annually, Dr. Demartini’s work changes people’s lives forever.Insights from this episode:Effect of brain anatomy on emotions and decision makingFulfillment of one’s value through workData and metrics on hiring and emotional well-beingPsychology and its effects on employee productivityCorrelation of the cost of a therapist and the gain and productivity of the companyBuilding confidence on employeesAn individual’s fulfillment, reason, and missionEmotional wellness’ effect on motivationEmployee education on job cost and security Quotes from the show:“We’re not here to put people on pedestals or pits. We’re here to put them in heart. And when we do in our heart, we tend to lead objectively and wisely with reason and inspiration.” - Dr. Demartini“There’s no doubt that concentrating on higher values is effectively the only way to live a fulfilled life; and by definition, a happy one.” - Mollie Jean De Dieu“I would say “careless” is devaluing them and exaggerating you. “Careful” is walking on eggshells for somebody else. And “caring” is having an equanimity within yourself and an equity between them with respect.” - Dr. Demartini“Anybody that can bring more enthusiasm, more engagement, inspiration, resolve conflicts, resolve health distractions, personal financial distractions, all the things that people are facing, if they know how to resourcefully get those back on track, absolutely will produce.” - Dr. Demartini”“There’s some people if you tell them what to do they’re like, they’ll go and do it. Other people, when you tell them they can’t do it, they’ll do it.” - Dr. Demartini“Do you want to be a master of destiny or do you want to be a victim of history? You want to run your story or you want to get on and do something amazing out of what’s happened?” - Dr. Demartini‘It’s the challenges in life that create genius. It’s the challenges that allow us to become resourceful. It’s the challenges that activate our greatest brain capacity. It’s the challenges that make us feel fulfilled when we conquer them.” - Dr. Demartini“If you lose your inspired vision, and your real reason for doing what you’re doing, a real mission for doing it, you’ve already lost the game.” - Dr. Demartini“If you don’t have something to live for, you die.” - Dr. Demartini“I’m a firm believer that people, when they have something deeply meaningful, that makes a difference in people’s lives, that they have sustainable fair exchange with, there’s more fulfillment there.” - Dr. Demartini“Mistakes are not what people make. Mistakes are what we label things when we expect to live in other people’s values or expect them to live in ours.” - Dr. Demartini“Perseverance in the same direction over time, adds up to great achievement. When we know what direction to take, we begin our path to success.” - Dr. Demartini“The needs of employees is exactly what you say: it’s a therapist who knows how to dissolve and resolve all that they deal with and face in their personal lives so that they can be resourceful efficiently in the workplace.” - Dr. DemartiniStay connected:Dr. John Demartini - Linkedinhttps://www.linkedin.com/in/drjohndemartini/Websitehttps://drdemartini.com/Emotional inclusionhttps://www.emotionalinclusion.com/https://www.instagram.com/emotional_inclusion/

Milton WaltersMilton is the CEO of a company called 'Adapting' where he works with major corporates to pilot programs on dealing with grief in the business landscape. He has also started a Podcast called 'Adapting' where he opens up the discussion on the said subject.Insights from this episode:Role of companies in supporting their employees going through griefEffect of grief on work performanceBuilding a culture of empathy in an organizationImpact of therapists + culture of empathy within a companyWork policies regarding bereavementPeople’s behavior around someone who is grievingHow company culture surrounding grief can extend beyond work Organizations’ ways to prepare for and de-mystify griefQuotes from the show:“If you could be working in an organization that’s looking to build that culture of empathy, I think you’re really on the right track.”“Any resources like a therapist, councilor, psychologist, that happens to be working in an organization, if they were in an organization and it was the right culture, (I think that’s the other thing, you can’t have one without the other) If you had that culture of empathy and you had somebody in that role, how could it not be something that is really impactful?”“If that culture is in place, you may allow yourself to be vulnerable enough to do that; to go and see somebody.”“Going back to work is a hell of a challenge. But it’s not just a challenge for those grieving, it’s a challenge for those working with someone who is grieving.”“If you did extend yourself out to somebody that was grieving in an environment that encouraged it and you had some understanding of what the organization expects of you, what they did in relation with grief for their employees, I think you would potentially, you could get real post traumatic growth out of an employee.”“When you need that human connection most is at this time. And so that’s the opportunity for workplaces to just have those conversations to think about it before it happens.”“As a group of people, we may not do it completely right; but at least we’re going to be trying to approach it from a more mature perspective and a more human perspective.”Stay connected:Milton Walters - Linkedinhttps://www.linkedin.com/in/milton-walters-44b2675/Adapting - websiteadapting.com.auAdapting - Instagramhttps://www.instagram.com/adaptinginmygrief/Adapting - Facebookhttps://www.facebook.com/adaptinginmygrief-101345781690544Emotional inclusionhttps://www.emotionalinclusion.com/https://www.instagram.com/emotional_inclusion/

Jean CassegrainHe is the third generation global CEO of the French luxury brand, Longchamp; a household name in hundreds of countries. His unwavering vision strengthens Longchamp’s leading role in the industry. In his words, Longchamp encapsulates “the spirit of a family, the splendor of Paris, exceptional leathers and craftsmanship rooted in our history.”Insight from this episode:Existence of emotion in the luxury and fashion industryHow Longchamp connects with its customers with its stories; beyond bags and fashionDifferences of a family business vs a normal businessMental health being another dimension of healthEffects of working from home on company employees’ mental health and well-beingLongchamp’s health policies and initiatives that deliver care for its employees’ mental health in this pandemicHow mental health issues and illnesses might be the next wave of this pandemic5 critical elements for overall well-beingCompany leaders’ responsibility in making sure that the work place in itself is not a mental health issueLongchamp brand values that translate to company values values that cater to the humanity of the individuals they leadLongchamp’s values of authenticity, energy, and sincerityQuotes from the show:“Culture, which is a shadow of the leader, is also a shared way of doing something with passion; and that passion simply cannot exist without emotion.”“Health, mental health, is one aspect of health and I think as companies we are also used to engaging in health policies for our employees.”“We should take mental health as seriously as other health issues; and maybe consider mental health as one other dimension of health that needs to be taken into account and taken care of in the broader context of health policies of the company.”“It’s being widely recognized around the world that the next wave of this pandemic is really about mental health.”“So as a leader, I think our job is to keep our eyes and ears open; not turn a blind eye and make sure that we see and understand what happens.”“Our job is to make sure that our public understands these brand values of authenticity and energy but it also translates into corporate values; values that we need to nurture in our everyday life within the company.”Stay connected:Jean Cassegrain - Linkedinhttps://www.linkedin.com/in/jean-cassegrain-7222145/Emotional inclusionhttps://www.emotionalinclusion.com/https://www.instagram.com/emotional_inclusion/

Yves CabanacA 20 year veteran at HP, Yves has been missioned with the digitalization of his organization. In this episode, he will speak to us about his alignment with emotional inclusion in the ever changing digital realm.Insights from this episode:The “How are you?” question - encouraging conversations about emotions in the workplace and learning the act of truly listeningHow cultural differences affect the different engagements in the workplaceEffects of the Covid-19 pandemic on employees and companiesManaging change and emotions of people through this digital transformationEmotional trust, authenticity, and empathy from leaders toward their peopleCorporations’ moral obligations, responsibilities, and support towards their employeesHP’s Mental Health First Aiders and the support it brings for the peopleThe use of the Emotion Wheel and weekly emotion and feelings survey within teamsChanges of digitalization to managementQuotes from the show:“So when you are leading this digital transformation like I do in our organization, I know that the key success factor is to ensure that you manage the change, you manage the emotions of our people, vis-à-vis change.”“If a company wants to be successful in this digital transformation, they need to have this emotional inclusion. They need to understand their people and deal with those emotions with this transparency that more and more employees are looking for.”“We are truly humans at work. And if we fail to recognize that, we fail to lead altogether.”“We need trust to change and organize an organization. Trust is only received when showing one’s humanness.”“Psychological safety really does lead to interpersonal bravery and courage.”“Corporations have the moral obligation to take care of their people.”“Without clarity and honesty, we simply do not progress.”“There is not one recipe for being a good leader. I think the best recipe is see yourself for who you are and manage accordingly.”Stay connected:Yves Cabanac - Linkedinhttps://www.linkedin.com/in/yvescabanac/Emotional inclusionhttps://www.emotionalinclusion.com/https://www.instagram.com/emotional_inclusion/

Quotes:"Silence around what matters IS the most powerful scream.""Deadening emotions at work,  is an archaic message that is now ringing hollow." At  [5:02] Mollie answers 10 thought provoking, and most asked questions about Emotional Inclusion. At  [19:05] Mollie leaves us with 5 ingredients to Emotional Inclusion:1. Practice daily egolessness: caring for each other’s emotional wellness calls for inquisitiveness, mindfulness and understanding.2. Be open to forgo the old: business ways that once worked no longer are in this ‘new normal.’ This is a fact. We are at a crucial time now: it calls for new thinking, and new thinking leads to new doing.3. Connect to your humanness: emotions are a universal human trait we all share. Refusing to see the humanity in each other, is denying ourselves the right to be.4. Lead by example: Leadership is not a position or title. The world is changed by your example and action.5. Do not make assumptions: --unless you know the full story. If in doubt, always ask the person directly.  It might sound like a trivial ‘ingredient’ so as to speak but it really isn’t. We all look for answers that confirm our beliefs, but what if our beliefs are wrong?If you would like to reach out, here are links to Emotional Inclusion:https://www.emotionalinclusion.com/https://www.instagram.com/emotional_inclusion/

[2:00] Guest introduction  .[5:30] The importance of mental health to her.[9:03] Emotional Inclusion in We The Good.[14:32] Her take on the importance of emotional inclusion.[33:20] How being in tune with her emotions helped her in a professional setting.[36:35] Benefits of having a coach.[42:13] Her advice.

IN THIS EPISODE:[1:52] Guest introduction.[6:06] The stigma around mental health in the workforce.[8:32] Why do some leaders refuse to look after the emotional well being of their employees?[12:08] Equality in corporations.[17:06] Transnational coaching and business career consulting.[23:13] Exercising the mind, body and spirit connection.[28:24] Performance management.[35:42] Episode takeaway.IMPORTANT QUOTES:"Diversity is natural.""Forgiveness and letting go is a mind action.""Find someone who will hear you, who will listen to you"

IN THIS EPISODE:[1:56] Guest introduction.[9:55] Corporate social responsibility.[15:06] Emotional inclusion at Johnson & Johnson.[26:57] Employee feedback on emotional inclusion at Johnson & Johnson.[31:55] Other people's reaction to emotional inclusion.[40:01] Episode takeaway.IMPORTANT QUOTES:"You can be incredibly successful as a professional, as a private person even if you face moments or episodes of mental difficulties.""You should never assume anything about anybody.""Listening and never assuming."

IN THIS EPISODE:[2:02] Guest introductions.[3:47] Working from home and emotional inclusion at twitter.[10:44] Positive outcomes of emotional inclusion.[19:26] Her take on changing the leaders perception about the importance of emotional inclusion.[27:07] What will happen if emotional inclusion is not taken seriously?[30:15] Episode takeaway.IMPORTANT QUOTES:"The minute you  are able to be more vulnerable you will not judge another persons vulnerability.""It's the journey not the destination."

IN THIS EPISODE:[2:01] Guest introduction.[4:32] Emotional inclusion in the world of hospitality.[12:01] Why emotional inclusion has not been done yet in the hospitality industry.[16:35] The impact of covid in the hospitality industry and emotional inclusion.[18:49] Transformational leadership.[26:56] His experience where there is a need for emotional inclusion in the hospitality industry.[45:01] Episode takeaway.IMPORTANT QUOTES:"We should never stop to develop our team.""To provide an inspiring environment.""Details make the difference.""Be available to your team, listen to your team, inspire them, empower them to do what they have to do and the business will go very easily."

IN THIS EPISODE:[2:02] Guest introduction.[3:54] How emotions influence you.[7:27] Your emotions are your strength.[18:15] Working from home.[23:15] Sub personalities.and the consequences of covid.[32:46] Bilateral tapping.[41:39] Navigating your emotions.IMPORTANT QUOTES:"We are in so many ways different people in our work and different people in our personal lives.""Be kinder to yourself."

IN THIS EPISODE:[2:04] Guest introduction.[4:12] Importance of bravery.[6:18] Bravery.[11:15] Speaking about bravery.[15:01] Owning your emotions.[22:08] Her book You've Got This.IMPORTANT QUOTES:"Fear is the biggest barrier to people fulfilling their potential.""It's okay for you not to be okay."