Tag Archives: Mental Health

Working Dads Battles And The Burden To Provide

WORKING DADS BATTLES AND THE BURDEN TO PROVIDE_Worklife

Working dads would always feel they have more battles to contend with than working moms. The narrative that gender pay imbalance makes the working mum – who earns less – to more likely drop off work because the man earns more may be true. But that is not the whole story.

Given an option, a man will love to relax at home and not go to work. Hanging out and having fun with the boys will be like play-watching a professional league game. Working dads wants to do some other fun stuffs too – not just go to work and earn a living for the family. But that should not include any – or a lot of – home or child care responsibilities. This type of man or working dads is real and do exist, but rarely the conventional real man. And such men will form a very minute percentage of men. Now don’t roll those eyes looking down at your man or your self – if you are a man reading this.

Just as a woman or working moms have that natural tendency to take care of the home and the children, so do real men. But real men and working dads go into battles too. They have moments of low self esteem and doubt over their manliness, especially if they cannot provide for their family.

Working Dads Battles And Working Moms Love

Just when the post, working moms battles and the mental health toll was off to press, LinkedIn was prompting me to review a post by Andrew. Andrew’s post, why you feel the burden to provide is about a dad who is “celebrating” a milestone. Guess what it is. He was having the last of four kids turn 18! He was glad that he would no longer be the “parent” of any children, since they are now all adults.

Andrew got my attention when he wrote, “I think it was because of the incredible pressure I used to feel to provide for the family, whilst doing work that frankly had little meaning for me. I wasn’t sure I would be able to keep it up. To hang on until this milestone date in the future. Of course as parents, we never stop loving and caring for our kids. But I honestly wondered if I would be able to make it through all those commutes and meetings where I didn’t want to be.”

Speaking on behalf of real men, I will say, that statement by Andrew just feel so normal for many working dads. I then remembered some honest quotes about fatherhood from Ben Affleck. It added spice to my thought on this. Ben said, “Fatherhood has made me more sensitive and probably more caring, in a way. I always thought I was a caring guy, but it has made me feel things more acutely.”

When The Battles Without Shifts To The Battles Within

Usually, almost like normal, couples take on each other, tear each other apart and fight like the enemy is within. At that point, we all wonder, where was the first love? Mr. Pay Slip and Mrs. Professional Career that took back seats when love was in the air are the new bosses. Dictating what decision is right to take. What feelings to have.

It is not a crime to suspend judgement on what could possible go wrong in a relationship when that first love crush hit. When there are light sparkles in the air, colorful stars in the sky and live bands music playing just for two.

Recently, through the building relationships podcast, I was listening to Dr. Gary Chapman answer some questions on radio. I was reminded that the initial ‘crazy love feeling’ only last a while. We all need to keep working on our relationships for it to keep the shine.

Now, I don’t want to get off track and start to talk about Dr. Chapman’s Five Love Languages. But remember this, Work-Family balance was already tough enough. Then the pandemic hit.

Don’t Crash Your Ride, There Is Help Hanging Out With Good ‘Real’ Men

Real man, do you feel burdened and insufficient providing for your family? And we are not just talking about the financials. But also about the emotional needs of everyone in the family, including your spouse. You can be feeling discouraged and less appreciated, especially by everyone who should be cheering you on. Though you are doing your best grinding at a work that seems not to have any meaning for you?

Are you wondering if men can have work-life or work-family balance? You may want to check out the Good Men Project. And get involve in the type of men’s conversations that no one else is having.

Working dads mental health is also very important during this period. Seek professional counselling to get some good advise to ride this storm. And, if you are feeling just a little like a boy again, here are 10 habits that you need to watch and take care of, they can change boys into men.

Now, don’t crash your ride. In the heat of working dads battles, do not place the “punches” on the working mom, your spouse. You are both scripting the greatest love story, your stories, a personal story. It is your story, whatever you want to write.

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20 Highest Rated Companies For Work-Life Balance During COVID-19

Burning out? Check Out 20 Highest Rated Companies For Work-Life Balance During COVID-19

Due to COVID-19, the concept of having a work-life balance has increasingly become more difficult to achieve. Many employees have been experiencing long hours of work to meet deadlines and keep businesses afloat. This alters employee morale, wellness, and motivation, which unfortunately leads to burnout. Now, you can have a pick from the 20 highest rated companies for work-life balance during COVID-19.

Although the concept of work-life balance varies across companies, Glassdoor Sr. Economic Research Analyst Amanda Stansell was able to look at Glassdoor reviews from the past six months. This was used to reveal which employers prioritize their employees’ well-being during the COVID-19 pandemic.

The research found the monthly percentage of employee reviews in July 2020 on Glassdoor discussing mental health and similar topics rose 42 percent compared to six months earlier.

Prioritizing mental health and wellness within the workplace is now more important than ever. Not only to employers, but also for employees suffering from chronic workplace stress.

Additionally, Stansell and the team analyzed millions of employee reviews on Glassdoor to identify the top 20 companies for work-life balance in the U.S. This is as COVID-19 heightened the stress and turmoil people across the world face in and out of work.

Are you looking for an employer that cares for your mental health and prioritizes wellness? Check out the 20 Highest Rated Companies for Work-life Balance During COVID-19!

You may also like;

Welcome to Worklife Feed articles and site-files indexing and adaptation series.


Why A Work-Life Balance Scoreboard?

According to a Harvard Business School survey, 94% of working professionals reported working more than 50 hours per week and nearly half said they worked more than 65 hours per week.

“… when the assumption that everyone needs to be always available was collectively challenged, not only could individuals take time off, but their work actually benefited.”

The EU Gender Equality Index 2019 focuses on Work-Life Balance (WLB). The EU WLB scoreboard cuts across three broad areas {paid work, unpaid work (care) and education and training}. These is presented with 15 indicators in six specific areas of concern.

Build A Mentoring Relationship With A Leader You Admire

BUILD A MENTORING RELATIONSHIP WITH A LEADER YOU ADMIRE

image: trumzz/Getty Images/Build A Mentoring Relationship With A Leader You Admire

Years ago when I taught a graduate leadership course in Seattle, one of my students asked me to be his mentor. This was about a week after the class had ended. It was clear that the question was difficult for him. Throughout the course, he appeared disinterested in my teaching, aloof, and often scoffed at the materials I presented. I’d assumed that he didn’t like the course or me.

But what caught me off guard that day was his sincerity. He explained that he’d had some bad experiences with mentors in the past. He came to realize that the people he had reached out to and admired weren’t genuinely interested in helping him grow. And they usually wanted something in return: free labor, an ego boost, the chance to feel important.

Trusting someone he wanted to learn from was still difficult. But he’d found the courage to ask me anyway. His vulnerability was disarming. I’d never been formally asked to “mentor” anyone and I felt like a fraud. I feared that if he knew my many flaws and insecurities, I’d end up being yet another disappointment.

Reluctantly, I agreed and decided I could simply hide those parts of myself.

Trust, Vulnerability And Growth In Mentoring Relationships

It wasn’t until months later, when we had built a foundation of trust, that I felt comfortable enough to follow his example. Sick of carrying around my angst, I confessed my fears about being the “perfect” mentor. As it turned out, the last thing he wanted was my perfection. He wanted me to be human, to see how I dealt with my shortfalls, and grew to trust me more because I acknowledged them.

I tell this story because I understand how complicated relationships between different generations can be in academic and professional settings. We spend a great deal of time comparing what we each have to offer to one another, and to the world.

In academia, young students want professors to help them make sense of the world. While their professors are worried about keeping up with their publishing demands.

At work, many emerging leaders feel those senior to them stand in their way. While those in senior roles privately question their relevance in the face of younger, tech-savvy newcomers. Such is the dilemma that both sides faces in an effort to build a mentoring relationship.

It Is Beyond The Legacy Or Wisdom Of Older Leaders, We Need Each Other

The irony is that the legacy of older leaders is only secured through helping the young ones reach their potential. And the opportunity to fulfill your potential as a young leader can be realized much more fully if you make an effort to inherit the wisdom of your predecessors. We need each other to feel like we both matter.

If a senior leader you want to connect with hasn’t figured that out yet, there are ways to help them, as my mentee helped me. Of course, all generations have more work to do in this area. These connections can only be made if both sides build bridges and make an effort to understand our mutual wants and differences.

But right now, I want to empower you, the young leader, with a few tools that I’ve seen help lay the foundation.

Test Your Assumptions And Labels. 

Chances are, if you’ve struggled to connect with a particular older leader, you’ve formed biases about them. You may have interpreted some of their behavior as off-putting, unapproachable, or disinterested in you. While your concerns may very well be valid, it’s also important to check yourself before completely writing them off.

I initially interpreted my student’s aloofness as disinterest. When in fact, it was the opposite. You may be surprised by what you find when you dig a little deeper.

Before shutting the door on a relationship with an older employee, put yourself in their shoes. Could you be misinterpreting where they are coming from? Are you projecting some of your own anxiety or misgivings onto them?

If you have any connection with someone who knows them better, check in with them to find out more to test your beliefs. Make sure that your criteria for judging their behavior isn’t based on how similar or different they are from you. The things that are different about them, may end up being the most valuable.

Use Vulnerability, Not Just Confidence, To Build Credibility

Many emerging leaders feel the best way to win the approval of older leaders is to appear confident, smart, and assertive. But that can backfire. It can come across as entitled or overly self-assured.

After asking me to be his mentor, my graduate student went on to confess that his behavior during our class was his way of trying to prove that he didn’t need help. He told me, “It’s funny, I was looking to be developed and led by trying to convince both of us that I needed neither.” His humility deeply impressed me.

What will show more seasoned leaders your maturity and credibility is being vulnerable. Being able to openly talk about what you don’t know. Asking for help in places you feel unsure, and acknowledging areas you need to improve. While that may feel risky, older leaders know that there’s only so much legitimately earned confidence, someone who is early in their career will have. Faking more than you have will only make others less likely to trust you.

Demonstrating that you know your limitations by being confident enough to ask for help indicates you are trustworthy and open to learning. If you are struggling with a project, for instance, you might say, “I’d love to get your input on this. I’m feeling really good about these parts, but I haven’t had enough experience in this area and I know that it’s your expertise.”

Avoid Complete Deference

On the other hand, extreme deference can create distance. In some cases, it can make you come across as a suck up. In others, it establishes a formality that makes senior leaders feel as though they always have to “be on” when they are around you.

Believe it or not, deference triggers a sense of imposter syndrome, a fear many older leaders have (that they aren’t worthy of the role they are in). This was my struggle in my relationship with my graduate student.

Recommended: Mentoring During A Crisis – Place Of Self And Mentee

You want to be someone that older leaders can feel safe with. Someone who they can be themselves around. When leaders across generations can learn to be vulnerable with one another, it can be transformational.

Find Common Ground

What many emerging leaders long for is to feel respected by older leaders.

Creating “peership” with older leaders — approaching them as equals without being cocky and showing respect for their seniority without being overly deferent — is one of the hardest parts of these relationships.

To establish mutuality, learn about their lives outside of work. If they have pictures of their family in their office, ask about them. Or, if you’re on a video call and one of their kids walks in the room, use that chance to learn more about their life. To build a mentoring relationship that will last long, also find out what interests they have outside of work.

When my student and I were first getting to know each other, I was still a newcomer to Seattle. My family and I were steeped in boxes from our move to the new city and he offered to help. As we unpacked boxes of books in my office, he asked about my clients and the work I did. It became a ritual for us to sit on the floor in front of the bookcase and tell stories of leaders facing real-life challenges.

Shared humanity is a great way to establish common ground, setting the foundation for a strong relationship. It also helps neutralize any hierarchical differences without ignoring them. You can show respect for your differences in experience by asking about their career choices and how they’ve approached their development.

Ask For What You Need

As simple as it sounds, seasoned leaders love when younger leaders cut to the chase and ask for what they want. If you want more time with someone, ask for it within reason. You probably can’t get an hour a week, but you might get an hour a month. With such baby steps, you will build a mentoring relationship that is fulfilling.

If you want more opportunities to have your ideas heard, ask for it. You can say, “I know our meetings are very full, but sharing my ideas is an area I need to grow in. Sometimes we move so fast that I don’t feel comfortable jumping into the fray. I wonder if we could set aside 15 minutes in an upcoming meeting for me to share an idea and engage the team?”

What Rejection Actually Mean

If you fear your request will be denied, you’re not alone. Many emerging leaders are afraid of the feeling of rejection that comes with that denial. Instead of personalizing silence, or a “no” answer, ask the other person to help you understand.

Whatever their response, they likely have your best interest in mind. You may have to ask several times to make something happen. This is why you should always ask with a level of respect, and explain why your request makes sense. Any hint of insistence, entitlement, or sulking if your request isn’t granted, is more likely to be met with resistance.

Remember that your desire to connect with more experienced colleagues is worthy and admirable. You are beginning to walk your way to build a mentoring relationship that is mutually beneficial. You are striving to learn from them, to offer something in return, and to broaden your network beyond your peers. Learning how to make those desires known to senior leaders takes practice, but it’s a skill you will use all your life.

It may feel risky, and at times, it will feel uncomfortable. But that discomfort is the same thing that will make your relationship go from enjoyable to transformational.

Start Now, Start Small. Keep It Friendly, Informal And Enjoyable

It takes some work to build a mentoring relationship. But you can start small. Who is a more experienced professional or leader that you admire? Someone you’d want to emulate? Whose career has made you think differently about your own?

Reach out to them. Let them know how they, and their work have influenced you. And then, ask for a 20-minute virtual coffee. Prepare one or two questions to ask them. Keep it friendly and informal. Let them feel enjoyed, and help them to enjoy you. Some of the greatest relationships of our lives start with a simple question over a cup of coffee.

Click to read the original script @ Harvard Business Review – Build a Relationship With a Senior Leader You Admire by Ron Carucci


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Mentoring During A Crisis – Place Of Self And Mentee

Mentoring During A Crisis - Place Of Self And Mentee

image: Westend61/Getty Images/Mentoring During A Crisis-Place Of Self And Mentee

Shortly after September 11, 2001, I (David) stood in the cafeteria line at work, anxieties still swirling in my mind. I happened to see one of my mentors, a senior member of our department. After we exchanged hellos, our conversation quickly turned to current events.

I remember he said two simple – yet powerful – words: “It’s scary.”

Almost instantly, my fears began to settle, replaced by a sense of connection. Knowing I wasn’t alone made a difference.

Even The Strong Need A Strong Hand Of Support

We have combined ~50 years of experience mentoring healthcare professionals before the Covid crisis. And now during it, we’ve learned just how important mentors can be—especially for those on the front lines.

For months, doctors, nurses, grocery store workers, postal carriers, and many others have been navigating physical danger, complexity, and uncertainty, with no end in sight. Now more than ever, they need emotional support.

But they can’t always turn to their managers. They also may be consumed with solving problems and likely overwhelmed with keeping their organizations running.

Workers may also fear their managers. They are the ones who hold the key to their future advancement. There is always the concern that managers may view  a request for help as a weakness. That is where you as a mentor can play a critical role. You can provide them with a stabilizing force. This is the time to be that someone who can help talk them down when they’re triggered, scared, burned out, or confused—all off the record.

Fortify Yourself First

However, if you consider yourself a mentor to someone on the front lines, the first step is to take care of yourself. You can’t offer emotional support if you don’t have your own emotional fortifications in place. Then you can turn to helping your mentee’s by offering them emotional support and concrete tactics.

First, you need to take stock of your capacity. Do you have the necessary time, focus, and energy for your mentee? If you don’t have time but still want to help, one solution is to help your mentee’s develop a  “team of mentors.”

If you do determine that you have the bandwidth to play a mentorship role, ask yourself: what can I do to fortify myself? Ultimately, you cannot provide care to others with an empty tank.

The Basics Are Not Luxuries But Essentials

Adequate sleep, nutrition, exercise, and activities that provide rejuvenation and meaning—such as meditation, prayer, nature walks, listening or playing music—are not luxuries; they are essential.  

Micro-practices such as keeping a gratitude journal, deep breathing, and moments of mindfulness such as when using hand sanitizer can build moments of wellness into your day. And they take only seconds to minutes to implement.

And just as your mentee benefits from having you and other mentors to support them, you need your own support network as well. Highly effective leaders lean on support teams of colleagues near or far, and good mentors do the same. Do this by scheduling regular check-in calls with friends, family, mentors, coaches, spiritual advisors, or mental health professionals.

Encourage Reverse Mentoring

In the same vein, keep in mind that your relationship with your mentee isn’t one-way. Being open to learning from your mentees can be a source of positive energy for both of you. Reverse mentoring can pay big dividends, both emotionally and practically.

Voicing your appreciation for these moments of exchange can also build your relationship and provide its own form of emotional support to your mentee.

Attend To Your Mentee’s Emotional Well-Being

In your work with your mentees, it may be tempting to focus on teaching them new skills. You may also feel the need to give them advice about how to solve specific technical problems. But during a crisis and for front-line workers, you’re one of the few places and persons they can turn to for emotional support. So it’s critical that you make their well-being a focus for any mentoring discussion.

Encourage your mentees to share what they’re feeling. Reassure them, offer wellness strategies, and affirm their strengths.

How Are You Really Doing?

Begin with listening. Ask your mentees, “How are you really doing?”—more than once. Expect to hear about grief, anxiety, and fear. Encourage them to talk about these feelings.

Naming emotions helps us feel them, and allows them to flow through us, bringing a helpful shift in brain activity and perspective. Expect too that your mentoring meetings may involve more emotion than usual, including tears.

Practise Highly Supportive Reflective Listening

If you’re worried about what exact words to use with your mentees, know that reflective listening is in itself highly supportive. This just involves taking the essence of what the mentee said and offering it back as a connecting confirmation that they have been heard and understood.

For example, if your mentee is describing how stressful work is, you could say, “I hear it’s really stressful—and it’s hard to know what to do with the unexpected.”  

If you want to dig deeper, you can ask, “What is your biggest challenge right now?  What is helping? What’s going well—or still OK—in your world?”

In times of stress, clarifying what is most important to your mentees can be the biggest gift of all. In so doing you help them appreciate and focus on the things that bring meaning and purpose to their life.

Lower Expectations, Appreciate Strength

Offer reassurance and opportunities for connection. Discuss lowering expectations in these uncertain times. Explain that they shouldn’t feel they have to push themselves beyond their limits.

At the same time, express your appreciation for their strengths.

Simply naming them can be surprisingly helpful: “One of the things I most appreciate is your curiosity and drive for learning.” Or: “Coronavirus is one for the history books. You’re helping to pull us through. Thank you.”

Encourage Increase In Number And Spread of Mentee’s Support Team

Finally, share tactics for supporting their emotional well-being. Encourage your mentees to have their own support team and to limit their media exposure.

Offer a detail or two about your support team, and how you use it; ask about their own loved ones. Even just talking about mental health resources helps to normalize them. Each of us has used a coach, psychologist, therapist, or spiritual counselor. And at various times, has shared this fact with our mentees, as appropriate.

For both mentors and mentees, this may also be an especially meaningful time to renew dormant connections. Even if it’s been years since you’ve been in touch. A “check-in” call or e-mail can help.

And while virtual mentoring may not be as satisfying as the in-person kind, there is evidence supporting its efficacy.  In ways large and small, one person can make a lasting difference.

Even a few words, mentioned in passing, can last a lifetime.

Click to read the original script @ Harvard Business Review – Mentoring During A Crisis by David P. Fessell, Vineet Chopra and Sanjay Saint


Welcome to Worklife Feed articles and site-files indexing and adaptation series.

Falwell Marketplace Faith And Evangelicals Theology

FALWELL MARKETPLACE FAITH AND EVANGELICALS THEOLOGY

This is not about Falwell marketplace faith. No! This is me thinking about the state of my personal marketplace faith. How wobbly I am walking, how low I may have sank. Yes, that is what has got me doing this. Am actually just thinking out aloud.

I am writing in the cloud, perhaps there are fellow pilgrims out there, facing the same battles. Praying and looking on to the cloudy heavens for help. That is why I am writing this in the cloud, for it to take hold of that one, sinking in the marketplace mire clay.

My earnest hope is that someone out there will also be a child of encouragement; a challenge to our faith, a marketplace faith leader.

Shortening The Distance Between Sunday And Monday Morning, Lest We Forget

Have you ever heard questions like these: How can we shorten the distance between what we hear on Sunday and what we face on Monday? How can we discuss our workplace conflicts in a church setting? How can we give one another the support and counsel we need to be faithful disciples in our daily work?

The world will not judge the church on the basis of its statement of faith, but on the quality of its life.

As a new decade unfolds, new HR jobs will appear, and some will disappear, (see Fired from your HR Job, it doesn’t exist in 2022 future). Have you also heard of some new roles emerging in the body of Christ? Occupation Pastoral Assignment Manager, Occupation Pastoral Assignment Engineer, Occupation Pastoral Assignment Director etc. Yes, the new nomenclature for Christians in the market place.

Falwell Marketplace Faith And Evangelicalism Has A Problem: It Is Called Evangelicals

Should I be worried about when I will get caught, or how cleverly I can continue, if I may ever be caught?

It is not a new problem. Evangelicals have been giving evangelicalism a bad name for years. The disconnect between the gospel proclaimed by some prominent evangelicals, and the lifestyle exhibited by them, sometimes is impossible to ignore.

The scandals associated with such names as Jimmy Swaggart, Robert Tilton, Jim and Tammy Bakker, and many others follow the familiar road of greed, sex and power. It’s not like these people didn’t know better. These are issues Jesus and his apostles addressed.

“Values are not what we say about ourselves, but the reason we live the way we do.”

– Relevant Christianity

These moral failures point to an underlying problem that is not merely ethical but theological. The latest scandal involving Jerry Falwell Jr. is a case in point.

Between The Values Of Mennonite Economic Development Associates And Falwell Marketplace Faith

Falwell Jr. was, until recently, the president of Liberty University, which was founded by his famous televangelist father. During Falwell Jr.’s tenure, Liberty saw student enrollment increase phenomenally, making it the largest school in the country. Falwell’s name recognition has also increased in recent years, in large part because of his political activism. Falwell has become one of the most familiar names in evangelicalism.

You may also like, Work-Family Balance Was Tough. Then The Pandemic Hit or Ending A No Sex Emotional Affair And It’s Roller Coaster

When candidates in the 2016 presidential campaign sought the highly prized support of evangelicals, the first place they turned was Liberty University. Ted Cruz launched his campaign there. Falwell allowed him to announce his candidacy from the Liberty campus arena and even required the student body to attend.

Marketplace Faith, In The Face Of Politics, Standing Before Ceaser, Then Bowing Before Pilate

It looked as if Cruz had the inside lane on evangelical support but then, in an unexpected move, Falwell endorsed Donald Trump. Interviews followed. Speaking engagements. Falwell called candidate Trump “a man who … can lead our country to greatness again.” Photo ops with the candidate followed. At one point, according to Falwell, Mr. Trump discussed with him the possibility of serving as the United States Secretary of Education.

It can be hard for a Christian to remain true to his or her moral standards in the marketplace. With its “in your face” sexual temptations, opportunities for cheating, emphases on ambition, money, achievement of power through domination and diminution of others.

If you endeavour to live as a Christian in the workplace, your morality will be tested on many levels. You will find it is easier to go along with the crowd, ceding a little here and there, until you don’t realise you have crossed the line. 

– Relevant Christianity

Falwell Marketplace Faith And Liberty University

All I knew about Jerry Falwell Jr. prior to his highly publicized endorsement of Donald Trump, was that Liberty University had grown wildly in just a few years under his leadership. With regard to the academic health of the university, this seemed reckless to me. Then began the trickle of reports of questionable behavior, which grew into a stream, and then a cataract.

Mr. Falwell insists that he has been targeted by the Left because of his support of President Trump. I don’t doubt that he is right. He painted the target on his own back when he threw his support to Mr. Trump in 2016. But he has no call to complain. He is the one who gave his opponents their ammunition.

I Am Not A Pastor – I Am Just An ‘Occupation Pastoral Assignment Manager

I sensed there was a problem when Falwell defended himself against accusations of hypocrisy by saying, “I have never been a pastor.” He seemed to suggest that only pastors are expected to live by biblical standards of holiness. He has repeated this kind of thing a number of times, most recently around the time of his resignation.

Falwell’s misunderstanding exposes a theological fault that runs through evangelicalism. The false idea, as Christopher Wright puts it. That, “there can be a belief of faith separate from the life of faith. That people can be saved by something that goes on in their heads without worrying too much about what happens in their lives.”

“Christians in the marketplace are usually accountable to a Boss, Board or shareholders; regulatory and taxation authorities and to their peers and families. They are also accountable to their Heavenly Master.”

– Relevant Christianity

This belief persists in evangelicalism despite the abundance of biblical teaching against it, in both Old and New testaments. St. Paul himself, who never budged from his insistence that people are saved by grace through faith, absolutely refused to divide faith from life. He characterized his life work as bringing about, “the obedience of faith … among all the nations.”

Falwell Marketplace Faith (FMF) Or A ‘What Will Jesus Do’ Marketplace Faith

Is there anything to define as a Falwell Marketplace Faith (FMF), or a ‘What Will Jesus Do’ Marketplace Faith (wwJdMF)? Maybe not clearly yet. But is there a divide between faith and life – whether in Jerry Falwell Jr. or in any of us? Is this one reason why so many people find it hard to take seriously the claims of Jesus Christ?

As Wright said, “the moral state of those who claim to be God’s people … is a major hindrance to the mission we claim to have on [Christ’s] behalf.”

“The obedience of faith” is not a matter for pastors only, as Mr. Falwell implied, but for everyone who claims to belong to Christ. The world will not judge the church on the basis of its statement of faith, but on the quality of its life.

——————————————–

Shayne Looper is the pastor of Lockwood Community Church in Coldwater, Michigan. His blog, “The Way Home,” is at shaynelooper.com.

Myfwl/Work Life Feed re-adapted the write up for our readers. Original script by Shayne Looper is available at Canton Daily Ledger.

Relevant Christianity was the source of Christian Values in the Marketplace and Faith Dilemmas for Marketplace Christians is from MEDA. The Shayne Looper write up or it’s re-adapted version by Myfwl has no link with Relevant Christianity or MEDA.


MEDA – Who We Are: Creating business solutions to poverty

MEDA – Mennonite Economic Development Associates – is an international economic development organization that creates business solutions to poverty. For over 65 years, MEDA has been creating business solutions to poverty that are sustainable, scalable, measureable and replicable.

MEDA began as an association of Mennonite business people who believed they were called to be faithful in generously sharing their abilities and resources. Continuing in that Christian tradition, MEDA welcomes all who share our values and want to join us in our mission.


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Chinese 14th National Healthy Lifestyle Day—Sept. 1

CHINESE 14TH NATIONAL HEALTHY LIFESTYLE DAY

Photos: cardiosmart, deseret, shutterstock/Chinese 14th national healthy lifestyle day September-1-2020

When it comes to the ‘how to’ of healthy living, it can be ‘made’ from anywhere. Healthy living is not limited by franchise, or copyright unless it is for a particular lifestyle/healthy living product. You do not require any hacking or spying expertise to be involved. Set the day aside, join the Chinese 14th national healthy lifestyle day celebration, on September 1st, 2020 and live healthy.

The Chinese government is encouraging its residents to stop unhealthy habits and become practitioners and beneficiaries of healthy lifestyles. The government started the China Healthy Lifestyle for All (CHLA) initiative in 2007. It is celebrated annually on September 1st, and named the National Healthy Lifestyle Day.

The theme for this year is, “Increase Health Promotion, Decrease Oil Consumption”.

The world is still trying to recover from the burden of COVID-19 pandemic. The risk of communicable disease will not be a strange concept to anyone. We are encouraged to wear our face mask and maintain social distance, especially when in public spaces.

The person that is obese from wrong diet, and the employee that is using bad ergonomic systems, working from home may need a little more convincing. While individual views matter, we all need to agree that the burden of non-communicable diseases (NCDs) is real and hard. And it continues to be a major public health challenge globally and in China.

Chinese 14th National Healthy Lifestyle Day – Local Solution For a Global Problem

Globally, physical inactivity was responsible for 9% of premature mortality. Insufficient fruits and vegetables consumption for 11.3%, and harmful alcohol consumption for another 5.3%.

Scientific evidence supports the notion that changing dietary habits and getting involved in physical activities are good habits to be nurtured. Both can positively influence several of these risk factors at the population level.

Since the initiation of CHLA in 2007, the atmosphere of “Health for all, participation for all” has been gradually formed. By the end of 2018, 2,627 counties/districts in China have carried out the action. This accounted for 88.78% of all counties/districts.

The content of CHLA was further expanded in 2016 to include promotions on the use of less salt, less oil, less sugar, oral health, healthy weight, and healthy bones.

The drive is for the Chinese nation people’s health to improve in the next decade. To achieve this, there will be continuous focus on the construction of a healthy environment, dissemination of health knowledge, and promotion of a healthy lifestyle.

You may also like, WORK-FAMILY BALANCE WAS TOUGH. THEN THE PANDEMIC HIT.

The above is not the full story, there are references that are not included. Myfwl/Work Life Feed re-adapted the write up for our readers. Click here to view the full original write up at weekly.chinacdc.

Do You Know How your workplace is killing you?

Worklife Daily_Do you know how your workplace is killing you

Click to read: Do you know how your workplace is killing you?

Source: BBC.com

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Home School Tech Startups Supporting Endangered Working Parents

Home School Tech Startups Supporting Endangered Working Parents

The coronavirus has created a looming and real talent crisis. A recent survey from the HR startup Cleo, found that 27% of working parents planned to leave the workforce, up from just 6% in April. A number of home school tech startups that are coming out, may stem this tide for endangered working parents.

Working parents are juggling the seemingly impossible task of keeping their families safe, providing quality education and child care, and remaining at peak productivity in their career.

“Unpaid work of caregiving and household management is in overdrive. It’s this unpaid work that is one of the many barriers to a woman’s economic equality.”

Without solutions, our employers face an imminent threat to talent retention and reductions in productivity, as well as morale, as families’ home-life obligations skyrocket.

Here are some home school tech startups to help your understanding of what is on offer out there. Maxwell.App, is founded by Adriana Cisneros-Basulto. LeadKid Academy, is founded by Debaditya Dutta, Ph.D., Sanjukta Roy and Yujie Ying, Ph.D. TheirSpace, is founded by […]

You may also like, WORK-FAMILY BALANCE WAS TOUGH. THEN THE PANDEMIC HIT.

The above is not the full story. Myfwl/Work Life Feed re-adapted the write up for short minutes readers. Click here to view the full original write up at omaha.com

Worklife in Morrisons zooms into four-day working week

Four-day working week to be introduced by Morrisons as support for concept grows in wake of coronavirus crisis

Getty Images/Worklife in Morrisons

Worklife in Morrisons will be changing beyond work from home or work from anywhere. A four-day working week is to be introduced for staff at one of the UK’s big four supermarkets.

This is following similar changes that is being introduced by big conglomerates across the globe. Ideas that used to be perks for select, highly ranked or talented employees are now becoming the new normal for all employees on a general scale.

It is amazing how a pandemic is forcing major positive changes that now puts most employees as organisations real greatest assets. Don’t blame the Human Resource department for the slow train that got us here.

That train moved from Toyota, Fujitsu, Stellar, and now to Morrisons. It is encouraging changes to government policies that impacts worklife and the environment.

South Korea’s brightest IT minds are gathering to Pangyo Techno Valley to enjoy greatest Work-life balance Ideas. Unions, like Irish Financial Services Union are also beginning to make demands to mitigate unplanned impact of coronavirus changes to ways of working.

More than 1,500 workers at Morrisons’ head office will be paid the same to do a day less as part of a major shake-up of working practices at the retail giant.

The scheme will see them do nine-hours instead of eight with a six-hour Saturday shift once a month.

It will start when staff begin to return to the Bradford-based office on 27 July following the coronavirus lockdown.

Key benefits and highlights of the new ways of worklife in Morrisons

Clare Grainger, people director with the Yorkshire retail giant, said: “These new improvements to our ways of working will enable us to be more flexible and responsive and will make Morrisons a place where more people will want to join and stay.”

The new rules will not be applied to shop staff who tend to work a rota system. But across board, worklife in Morrisons will change for people in more than one way, even if all the benefits below does not apply to all.

  • Better work-life balance,
  • Increase productivity,
  • More time available for socialising, family and community,
  • Refreshed and more motivated staff,
  • Extra time for people to spend on leisure activities,
  • Economic stimulation for impacted sectors,
  • More job opportunities, thereby reducing unemployment,
  • Better mental health and wellbeing.

Three-quarters of workers supported the concept. “It’s in no one’s interests to return back to the pressure and stress that people were under before this pandemic,” it concluded.

Click here to view original web page at www.independent.co.uk

Shocking remote worker new look model

Company shares shocking model of future remote worker as pandemic continues

Do you really want to see visual models of what future remote workers might look like in 25 years if they don’t reform bad habits now?

Of course, there has to be physical repercussions that remote workers may suffer if they fail to prioritize their physical and mental health beyond their 9 to 5. There can be some suffering from digital eye strain, poor posture, “tech neck,” obesity, increased stress due to lack of human contact and […]

Click here to view original web page at fox6now.com

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