A focus on purpose, meaning and well-being is to help us return to everyday life after the pandemic
Fortunately, we are headed for brighter days after a tough – and, for many, mentally draining – year with Covid-19.
Many of us, staff and managers alike, are delighted that we can now return to the workplace and, not least, that we can once again make eye contact with our colleagues – in real life and not just via TEAMS, ZOOM, SKYPE and so forth.
However, this time of transition from pandemic to post-pandemic is also unusual, and it leaves us with some big questions.
Can we expect simply to return to life as we knew it, before the pandemic? And should we? What has the crisis taught us about what our organizations and working life are going to look like in the future? And how do we ensure a good return to normal in terms of our psychological well-being?
I address these questions in my new blog post.
Here I explain why it is so important that we, as staff and managers, take this opportunity to engage in important dialogues about purpose, meaning and well-being. Both in order to shed our Covid fatigue and also to be able to use the new awareness and insights we gained during the pandemic as a resource for generating motivation and job satisfaction in the new everyday life that awaits us.
Read my new blog post here.
New talks for leaders, staff and organizations
If you find this new blog post interesting, I am pretty sure you will also be interested in two of my current talks.
I still offer my online talk ‘Goodbye, Covid fatigue and other fatigues’, where I provide specific advice and inspiration for how we can all, individually and together, handle the challenges of the pandemic from a perspective of change and health psychology, and how we can ensure a good return to the workplace in terms of our mental health and well-being.
In addition, I just launched a new talk: ‘The organization that took to the wing and became a murmuration’, where I delve into the practice aspects and the psychology that enable a growing number of organizations to stand out for good – as they move from organization to organism, from traditional management to more facilitative and serving leadership and to a more management-free, self-organizing and autonomous organization?
I look forward to seeing you and your colleagues out there soon, in the – increasingly – open event scene.
Many sunny regards,
Helen Eriksen
www.heleneriksen.com
