Explore mindfulness in the workplace

When i researched about mindfulness then i got answer, it is about being present in the ‘here and now’ and can help to reduce stress, better involvement in tasks, fun, more joy, and reduce anxiety.

I think mindfulness practice can reduce work pressure from employees mind if employee managers or HR consultant take it into account and train manpower for mindfulness practice. 

Mindfulness has its roots in Eastern, specifically Buddhist, practice and therefore has often been linked with religion. However, Dr Jon Kabat-Zinn has been a major force in bringing mindfulness practice into the mainstream, such as in medicine, work and society as a whole.

So what is mindfulness?

Kabat-Zinn defines mindfulness as ‘paying attention in a particular way; on purpose, in the present moment, and non-judgementally’. For me, mindfulness is about really concentrating and acknowledging ourselves and our environments by being fully engaged in the here and now, rather than reflecting on what has already happened or conceptualising what the future could be. 

Living our lives from moment to moment may seem a simple idea, but in practice, it is much harder to do because human beings are not programmed to be still, quiet and non-judgemental. In fact, in a work environment it is quite often the opposite, as we constantly reflect on our past performance, plan for the future and make judgements about tasks and people based on our knowledge and prior experience. Finding the time and space to be mindful is a huge barrier to be overcome.

A definition I like comes from Dr Cindy Sanderson in her paper ‘Mindfulness for clients, their friends and family members’. She describes it as:

“Mindfulness is awareness, without judgement, of life as it is, yourself as you are, other people as they are, in the here and now, via direct and immediate experience”.

What exactly does this mean in practice? 

As mindful practice is about seeing things as they really are, a mix of short and long meditations is one of the primary methods used to develop mindfulness, as well as bringing mindful attention to everyday activities. For example, in our first session our group leader asked us to really study a raisin exploring its contours, colours, sounds and smell. When you study something in such detail you begin to see it in a different, and often, more positive light.

In a work context, mindful practice could involve mindfully listening to a colleague rather than letting your thoughts wander and start planning what you are going to say next or do at the weekend. How many of us would like to be listened to more at work?

Ashridge Business School recently undertook some research into the benefits of mindfulness in management education. They argue that “Diverse organisations and businesses are now considering it (mindfulness) as legitimate practice, as well as those involved in management, organisation and leadership development.”

Sometimes when we are undergoing constant change we can get carried away with the flow and not take the time to stop and appreciate where we are now; getting into the discipline of noticing what is happening around us can lead to better quality decision making and leadership. 

Ashridge’s research found promising results of the benefits of mediation in the workplace, including increased feelings of calm, with 76% of the participants saying they would continue to meditate after the study finished.

From my own experience I’ve found mindful practice has given me tools to deal more productively with stressful and potentially emotional situations, as it allows me to switch off and not get hooked into unproductive behaviour or at least recognise what is going on and make better choices.

If mindful practice promotes individual well-being, enhances listening, innovation and decision making then I believe it is something we, as HR practitioners, should explore further.