Much of the research available on mindfulness, today, points to huge benefits not only in intrapersonal awareness but also in our interpersonal relationships. When we engage in a few minutes of mindfulness meditation regularly, our ability for interoceptive awareness – of being able to tend to cues from the physiology as well as sensations related to our emotions, increases. Our capacity to be empathetic and compassionate to ourselves and others increases, as does the ability to be more of our resourceful, creative selves.
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Mindfulness meditation is a practice that comes from Buddhist philosophy and is adapted in various contexts like in therapy, educational settings and the workplace. Mindfulness is a state of awareness in the here and now, internally and externally, in a non-judgmental, open and kind way. When we practice mindfulness, it increases our choice points simply because we ‘know’ what’s happening; we are not engaging with ourselves and our environment in an automatic, habitual way.
Mindful awareness is also a powerful mechanism of change. We become aware of what is held in our body and mind and our conditioned patterns, even if they are not necessarily pleasant. It's worth noting that mindfulness meditation doesn’t always make us feel calm. That’s a myth. Instead, it allows us to feel this ‘unpleasantness’ from a place of calmness. In that sense, it gives us more choice and freedom. Therefore, when the practice of mindfulness is introduced in general settings like the workplace, it can’t be just something ticked off the list of HRs planned activities for employees. It needs guidance and ought to introduced by those who have in-depth training and practice in this subtle and profound agent of change. A mindfulness-based therapist understands the nuances of the practice and can help people navigate with what arises as they engage in it.
Mindfulness can be a powerful shield against burnout when introduced correctly with sufficient support made available to those practicing it. Here are a few pointers to keep in mind:
Reduced burnout, increased attention and sense of wellbeing are the side-effects of a regular mindfulness meditation practice. When bringing mindfulness to the workplace, research finds that certain factors need to be taken into consideration, like the organization’s culture and leadership. When the organisational culture is open, democratic and places an emphasis on empathy and care, mindfulness-based interventions for employees can fit in beautifully. When the organizational culture is not so, we might want to bring in mindfulness to create an environment that is conducive and can lead to transformational change.
Sandy Andrade is a mindfulness and presence-oriented psychotherapist and founder-director of Just Being Center of Mindfulness and Presence, Pune.
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