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/

Emotional Inclusion

Let's be Emotionally inclusive

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/

Emotional Inclusion x Lufthansa Systems with Olivier Krueger

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/

Emotional Inclusion x Deutsche Bank with Michael Connolly

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/

Emotional Inclusion x Richemont With Alain Li

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/

Leading With Emotion Through Trust & Intuition With Bettina von Schlippe

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/

How to Be More Emotionally Inclusive at Work With Dr. John Demartini

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/

Emotional Inclusion & How to Cope with Grief at Work

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/

Emotional Inclusion x Longchamp

Hello everyone, I’m Mollie Jean De Dieu and this is the Emotional Inclusion podcast. In my one and a half decade long career in the fashion industry and through listening to hundreds of stories of people who have navigated work whilst facing the ‘perfect storm’ on a personal level, I realized the urgent need to advocate a safe platform in the business world where, with a trained professional onboard, emotions could be heard, recognized and dealt with, for an enhanced business productivity. Building a better corporate ecosystem starts here. In the 21st century world in which we live in, companies are still forgetting that the emotional health of our employees is the very foundation of their success. What are we doing to reintegrate our employees into the workforce when they are experiencing hardships? Why are we still not taking care of our employees when we know that they are our greatest asset? Please join me in sharing conversations with leaders, culture changers, creatives, founders and CEO’s, scientists and doctors, in breaking down archaic corporate stereotypes and building a mindset and culture of Emotional Inclusion in the workforce.

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Emotional Inclusion

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