A new way of 'competing': overcoming oneself

That organizations aim at the protection and care of human capital not only provides a benefit for the same organization and its members, but leaves traces within the scope of society itself, because This new look tends to be oriented towards the search for strengthening from all areas, oriented towards respect for mental health.

Recognize the impact that 'Blue Monday', the return of the holidays or the result of so many hours within an organization (either virtually or face-to-face) can have in its employees, today it is almost an implicit right of all those who make them up, no matter what hierarchical level they are at. find.

Sometimes it is just about promoting different forms of evaluation, registration, or communication, but above all it is about achieve the necessary empathy that allows us to relate in a healthy way and this is a possible skill of train. We can always learn and generate new assets that allow us to grow, change and adapt to the times.

Thus, a work culture that focuses on the prevention of mental illness and encourages self-care It is invaluable to everyone.

• Related article: "The 6 pillars of Human Resources"

A new paradigm in the world of work

As times go by, the needs and requirements are different, but change is always included in them. The change is the new paradigm of the time that we have to travel today and it is in that line of evolution where we are inexorably led.

It changed the way we love, feed ourselves, work. Investments are no longer all tangible, our concerns have turned their course. Today we are more attentive to making our life and the passage through it more satisfying, where private, family and work life are balanced intertwined.

Free time, the ecosystem and enjoyment are no longer relegated by work, and if from the same organization we do not give space to this new development, the human capital will be deteriorated, without taste to work and rotations will be more frequent, something that we are already seeing especially in the millennial generation and the following. Today, for better or for worse, we are more aware of the rapid passage of time and how short the day is.

Change is health, it is growth, and it is the antidote to the dreaded aging, in a society that has also become extremely competitive. It is important to reveal and guide ourselves to first understand and then apply that the concept of competing must be transformed into self-improvement. Focusing on achieving new working conditions adapted to this century is the task of leaders. They are those who, due to their function, are in that place in the organization, leaders of a family, of a group or of micro groups.

In other words, we can all be leaders and promoters of change, we just need train ourselves in this new space with new personal and social perspectives. Today part of the change is to give back or generate in the society in which we live a better space, a space for example and participative driving, without stopping to guide, but with different, much more inclusive headlights.

• You may be interested in: "Psychological support for companies: what it is, characteristics and what it is for"

mental health and work

The subject of suffering from stress, anxiety attacks or psychosomatic illnesses has long since ceased to be taboo.; today the anxiolytics they practically come out of the kitchen faucet, that's how bad we are, we all know it. It's just about looking to the sides. Those of us who work in mental health see it on a daily basis, young people and not so much who begin to show signs of mental illness, found in a trap between what is expected of them and what they themselves believe they should be, leaving aside who they want and can be, in such a way that finding a place; your place inside and outside the organization is a discovery process that needs to be achieved.

The number of people taking medication has increased, and anxiety crises are sometimes suffered in silence and with shame. The millennial population is feeling the result of the education of extra protective parents who with the best intentions paved their ways, avoiding them minimal obstacles that restricted the capacity for internal growth and for overcoming small difficulties, the seeds of the construction of self-esteem and welfare. Confused is the criterion that overcoming is about measuring yourself with another, instead of trying to improve yourself, through and together with others, not in spite of others.

To do?

Give a space to mental health within the organization it should be a matter not only of the company itself, but also a matter of public health. Create working conditions that allow each individual or group to develop new skills, developing those that already have, is to aim at the prevention of a new pandemic that is coming gestating.

For this we need a plan that corresponds to each particular place. It would be convenient to understand the company as an individual, with its history, its culture, its values ​​and its own ways, just as each one of us is, as unique individuals. We come from a place and we naturalize their behaviors, as it happens with companies. Focusing on this analysis will allow us to understand this singularity that favors continuous improvement.

Public employees support a myth of how they work and what to expect from themas well as members of multinational companies. Breaking beliefs and transforming old paradigms is the path towards an inclusive and participatory perspective.

But none of this is done foolishly, it is necessary to put together a coherent, real and adjusted plan for each culture, measuring times and achievements from other axes where self-assessment is part of a more general. We need to overcome and convince that resistance to change is the virus, and that the vaccine is the participatory and responsible transformation of a new reality in which we are all part.

There are many practical ways to conflict resolution immediate, advice, workshops, conferences, all oriented to care but above all to the prevention of mental health. But it is a condition that all these measures start from a larger plan, conscientiously devised and with knowledge of influential factors within each organizational culture and social moment. The company as a social emergent is nothing new, but the resurgence of the pathology in it, today is a topic that stands out.

It is time to stop patching up situations and selling colored mirrors with temporary solutions. Dedicating ourselves to making a more in-depth analysis of the situation may take a little more preparation time, it is true, but the objective is to be able to make improvements real and lasting, and that not only reach the workplace, but also to ensure that the same members of the organization, whatever it may be, can transfer to their homes the new vision that is offered to them, is this a way to reach society as a whole, in such a way that we are included both in the solutions and not only in the critics.

A training company in criteria, in learning to solve and unite different perspectives, is cheaper in the long run than just the one that gives temporary placebos. When we feel part of the change, we easily assimilate it simply because it is not about imposition, but about contained, regulated and consensual participation.

As everything leadership, it will be necessary to train the people who lead the process in this direction. Include participation above all things, but along with it respect for differences, not assuming that things happen to us alone, Understanding that there are others who are suffering and living the same thing gives us, by the very nature of things, a feeling of belonging that has benefits for all, feeling that we have the national team shirt on makes us enjoy the result, but it also includes us in the discipline of training.

We do not compete with others, we learn from others and improve ourselves, because there is well-being, confidence and it is the participation that makes us feel secure in believing that when we win, the prize goes to all.