Emotional Inclusion

Michael Connolly
is 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 progression
• Adaptive leadership in navigating the pandemic
• Company’s adapting technology and management to support employees during the pandemic
• Work from home difficulties and programs to help people in the company
• Pillars of “The People Strategy” Program
• Mental First-Aiders and The Resilience Collective
• Leadership awareness of employee state
• Attributes of a great leader
• Stigma of Mental Health

Quotes 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 Connolly

Stay connected:

Michael Connolly - Linkedin

https://www.linkedin.com/in/michael-j-connolly-a3558b7/

Emotional inclusion

https://www.emotionalinclusion.com/
https://www.instagram.com/emotional_inclusion/

Alain Li
As 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 Centricity
• We Care program
• Preventive support for employees 
• Adaptive resiliency 
• Evolving leadership through generations
• Destigmatization of mental wellness across cultures
• Cultivating an environment that allows vulnerability
• Corporate responsibility on employee’s job security and welfare
• Richemont retail academy and watch making school

Quotes 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 Li

Stay connected:

Alain Li - Linkedin
https://www.linkedin.com/in/alain-li-94272b181/

Emotional inclusion
https://www.emotionalinclusion.com/
https://www.instagram.com/emotional_inclusion/

Bettina von Schlippe

She 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-being
• Balance of workforce well-being and having a successful business
• Progression of business mindset throughout the years regarding humanness in the workplace
• Alignment of leader and therapist on business vision and workforce emotional wellness
• Leader’s empathy and compassion for employee well-being and motivation
• The question of “how to” regarding vulnerability and self-regulation in the workplace
• Covid-19’s impact on corporate growth and emotional sustainability
• Power of verbal and non-verbal communication
• Social media’s role in one’s emotional well-being

Quotes 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 - Linkedin
https://www.linkedin.com/in/bettina-von-schlippe-711a2268/

Instagram
https://www.instagram.com/bschlippe/

R.S.V.P
http://sg.rsvp-agency.com/

Emotional inclusion
https://www.emotionalinclusion.com/
https://www.instagram.com/emotional_inclusion/

Dr. John Demartini
He 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 making
• Fulfillment of one’s value through work
• Data and metrics on hiring and emotional well-being
• Psychology and its effects on employee productivity
• Correlation of the cost of a therapist and the gain and productivity of the company
• Building confidence on employees
• An individual’s fulfillment, reason, and mission
• Emotional wellness’ effect on motivation
• Employee 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. Demartini

Stay connected:
Dr. John Demartini - Linkedin
https://www.linkedin.com/in/drjohndemartini/

Website
https://drdemartini.com/

Emotional inclusion
https://www.emotionalinclusion.com/
https://www.instagram.com/emotional_inclusion/

Milton Walters

Milton 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 grief
• Effect of grief on work performance
• Building a culture of empathy in an organization
• Impact of therapists + culture of empathy within a company
• Work policies regarding bereavement
• People’s behavior around someone who is grieving
• How company culture surrounding grief can extend beyond work 
• Organizations’ ways to prepare for and de-mystify grief

Quotes 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 - Linkedin
https://www.linkedin.com/in/milton-walters-44b2675/

Adapting - website
adapting.com.au

Adapting - Instagram
https://www.instagram.com/adaptinginmygrief/

Adapting - Facebook
https://www.facebook.com/adaptinginmygrief-101345781690544

Emotional inclusion
https://www.emotionalinclusion.com/
https://www.instagram.com/emotional_inclusion/

Jean Cassegrain

He 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 industry
• How Longchamp connects with its customers with its stories; beyond bags and fashion
• Differences of a family business vs a normal business
• Mental health being another dimension of health
• Effects of working from home on company employees’ mental health and well-being
• Longchamp’s health policies and initiatives that deliver care for its employees’ mental health in this pandemic
• How mental health issues and illnesses might be the next wave of this pandemic
• 5 critical elements for overall well-being
• Company leaders’ responsibility in making sure that the work place in itself is not a mental health issue
• Longchamp brand values that translate to company values values that cater to the humanity of the individuals they lead
• Longchamp’s values of authenticity, energy, and sincerity

Quotes 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 - Linkedin

https://www.linkedin.com/in/jean-cassegrain-7222145/

Emotional inclusion

https://www.emotionalinclusion.com/
https://www.instagram.com/emotional_inclusion/

Yves Cabanac
A 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 listening
• How cultural differences affect the different engagements in the workplace
• Effects of the Covid-19 pandemic on employees and companies
• Managing change and emotions of people through this digital transformation
• Emotional trust, authenticity, and empathy from leaders toward their people
• Corporations’ moral obligations, responsibilities, and support towards their employees
• HP’s Mental Health First Aiders and the support it brings for the people
• The use of the Emotion Wheel and weekly emotion and feelings survey within teams
• Changes of digitalization to management

Quotes 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 - Linkedin
https://www.linkedin.com/in/yvescabanac/

Emotional inclusion
https://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"