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<big>[[Diversity and Inclusion Office|Homepage]] | [[Se sentir vu dans un monde déconnecté : Une conversation avec le Dr. Jody Carrington|FR]]</big>

<big>[[Diversity and Inclusion Office|Homepage]] | [[Se sentir vu dans un monde déconnecté : Une conversation avec le Dr. Jody Carrington|FR]]</big>

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<big>'''Feeling Seen and the Loneliness Epidemic'''</big>

== '''<big>Leadership in Action Series – An Investment in the People Side of Business at Materiel Group</big>'''  ==

<big>It’s also more than interpersonal communication and team building; it’s a neurobiological necessity. Human brains are wired for connection with others, and everybody has the need to feel seen. Without it, people are lonely or unable to regulate themselves emotionally.</big>

<big>On January 15, 2025, the Materiel Group hosted a Leadership in Action Townhall with over 1,100 participants. The event explored workplace culture and provided actionable steps to enhance leadership skills at all levels. It emphasized that inclusive leadership is safe leadership.</big>

<big>In fact, Dr. Jody argued, the ‘mental health epidemic’ should actually be described as a loneliness epidemic. 62% of people report feeling lonely in their workplaces, which in turn drastically increases turnover rates in that organization. So, making people feel seen in the workplace is more than a kind gesture: it’s a business imperative'''.'''</big>

<big>Facilitated by Conscious Lead coaches Dale Allen, Trevor Stevenson, and Cathy Larocque, they guided participants through essential safe leadership practices and experiential exercises designed to reinforce the importance of self-awareness and personal growth to foster supportive work environments.</big>

<big>'''Emotional Regulation and Inclusive Leadership'''</big>

=== <big>Key Steps for Developing Safe Leadership</big> ===

<big>Emotional regulation is the ability to keep one’s emotions in check in stressful situations or when others are upset or dysregulated. Dr. Jody explained that being able to emotionally regulate is the single greatest predictor of successful, inclusive leadership. That’s because emotionally regulated leaders can keep their cool under pressure, connect with their team, and help others regulate themselves as well. Being emotionally regulated allows us to have access to the best of other people and of ourselves</big>

# <big>'''Inclusive Leadership is Safe Leadership''': Creating psychologically safe environments promotes trust, innovation, and collaboration. For example, managers can hold regular team meetings where everyone can share ideas and feedback without fear of negative consequences.</big>

# <big>'''The Johari Window Exercise''': Participants explored self-awareness and received feedback to uncover growth areas in their leadership practices. Peer feedback sessions help employees become aware of their strengths and areas for improvement, stimulating continuous growth.</big>

# <big>'''The Five Elements Framework''': Participants applied metaphors based on Earth, Water, Fire, Air, Balance, and Space for self-reflection to create healthy work conditions. For example, a manager might use "Water" to symbolize adaptability and flexibility in their leadership style.</big>

# <big>'''The Ls of Conscious Leadership''': This framework includes examining limiting beliefs, practicing empathy, using collaborative language, and listening with compassion to cultivates psychological safety. Leaders can build stronger relationships by actively listening to team members' concerns and responding with genuine empathy.</big>

<big>That also means that everyone can be an inclusive leader at all levels, because we all set the tone in our workplaces. And often, helping a dysregulated person can be as simple as asking them to tell you more about what’s bothering them or getting them a glass of water.</big>

=== <big>Key Wins and Momentum for Change</big> ===

<big>The Leadership in Action Townhall was a success, with strong engagement and participation in-person and online. Attendees appreciated its human-centered approach and practical application of safe leadership principles. Organizers ensured accessibility with bilingual facilitators, live captions, and simultaneous interpretation.</big>

<big>'''Helping Ourselves First'''</big>

<big>Next Steps: Embedding Safe Leadership Practices</big>

<big>Unfortunately, most people in the present world are not emotionally regulated, including members in our workplaces. And if we are not okay, how can we do our best work for the Canadian public we’re meant to serve?</big>

<big>The Townhall continued the journey to embed safe leadership practices throughout the organization. After the Townhall, participants engaged in five integration sessions for personalized guidance that catered to different leadership levels to address specific challenges.</big>

<big>On this point, Dr. Jody was clear: while we cannot fix every issue that arises, we can help ourselves. Making sure that we are okay first, then making sure our teams are okay, will ensure that we can do the best work for all Canadians. By using the tools and advice Dr. Jody shared–and building our networks through initiatives like the Lifting as you Lead Mentoring Circles (LLMC) program–we can foster a healthier, more inclusive Federal Public Service and Defence Team for all.</big>

=== <big>Conclusion: Moving Forward with Safe Leadership</big> ===

 

<big>The Leadership in Action Townhall and the integration sessions that followed were a crucial step to equip leaders with practical tools that foster a culture of reflection and collaboration. The event highlighted how everyday actions contribute to healthier, more productive workplaces. The Materiel Group is committed to embedding safe leadership at all levels through continuous learning, self-reflection, and community-building.</big>

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