So how effective are mindset interventions in the workplace?

I know, I thought this was a pretty interesting question too.

Leaders are becoming increasingly interested in helping people to improve performance and reduce excessive stress, burnout and mental health issues in the workplace.

And mindset interventions certainly have some interesting evidence to support that they might be useful in workplace setting.

So naturally it makes sense for leaders to question the effectiveness of said interventions before handing over the money to an external party to help them with that.

My dissertation

So I figured it made sense to do a deep dive into the existing academic research on this for my dissertation for my Masters in Psychology and Neuroscience of Mental Health.

I’m pleased to report I earned a distinction for not just the dissertation but the entire Masters, and I’m also very pleased to report that King’s College London has requested my dissertation to be used as a sample for future students. This is very exciting for a nerd like me.

Naturally it made sense to put together a keynote presentation of these findings which we are now super happy to present.

So exactly what did I focus on?

Mindset interventions

This is an umbrella term and has so many different interpretations, so I honed in on the specific area of positive psychology interventions (PPIs). Typically these are any interventions which are designed to promote any of the acronym PERMA.

You may have heard of this acronym, which was developed by Martin Seligman. It stands for:

Positive Emotion

Engagement

Positive Relationships

Meaning

Accomplishment

So some interventions included gratitude, some interventions were designed to identify and build on strengths, and other interventions aligned with PERMA.

The setting

I only focused on studies which were conducted in workplaces, or both work and home settings.

Settings that didn’t involve any workplaces were excluded but mentioned for context in the discussion.

The measures

I focused on excessive stress measured by both the neuroscience perspective – such as physiological changes in the brain – stress responses such as changes in stress hormone levels, and from the psychological perspective. In other words, does the person report actually feeling “stressed” and what is the intensity of that feeling?

Excessive stress typically has an inverse relationship with psychological capital factors (such as resilience and flexible thinking, self-efficacy, hope and optimism) so these were essentially studied indirectly.

So are mindset interventions effective or aren’t they?

I know – get to the punchline!

I’m going with the very short answer yes, but as you would expect, some are more “yes” than others, so how long is a piece of string?

Essentially the devil is in the detail and there are a number of factors which impact the effectiveness of the interventions such as:

  • the type of intervention
  • the frequency
  • the duration
  • team versus individual elements
  • company culture
  • workplace environment
  • external factors impacting the organisation
  • leader and employee attitudes
  • accountability levels of employees
  • starting levels of mental health and psychological capital of employees.

So needless to say it’s complicated. And needless to say at NEP we take these factors into consideration when designing our programs.

If you would like more information about our keynote presentation on this topic please get in touch.

And if you are thinking whether these programs might be right for you and your business, why not reach out for a 15 minute complimentary consultation to see what might be the best course of action for you.