In this episode, hosts Allison Walsh and Dr. Angela Phillips round out our series on burnout by talking about leading through COVID-19, their personal experiences with feelings of burnout and how Nobu can help.,
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Allison Walsh is the Vice President of Business Development and Branding for Advanced Recovery Systems, a national provider and industry leader in behavioral healthcare. She has over 15 years of organizational leadership, mentorship, and coaching experience and has shared her story with over 100,000 live audience members. Dedicated mental health and female empowerment advocate, she is the co-host of the Dear Mind You Matter podcast, as well as the host of The She Believed She Could podcast.
Angela Phillips, Ph.D., LICSW is a licensed therapist, clinical researcher, telehealth director, podcast cohost, content creator, and partner to a firefighter paramedic. She has worked in the mental health field for over 15 years and specializes in tech-based mental health and wellness support and treatment.
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@allisonwalsh @humorist.therapist @therecoveryvillage @nobuapp
Publications:
Allison Walsh
Dr. Angela Phillips
Memorable Moments:
4:21 Being a leader, you learn so many things, but nobody prepared any leader for leading through COVID and leading through a pandemic.
4:31 There was just so much that I put on my shoulders because I wanted to, right? I wanted to help my team, I wanted to help the company, I wanted to help all the people that we serve. But what I wasn't noticing is that as I was slowly or quickly putting on more responsibility, or just trying to get us through, I was chipping away or neglecting some of the things I needed to do for myself to keep myself in an optimal well being status or really taking care of myself.
5:08 I've been in the mental health industry for like 20 years, literally. And I was even struggling to recognize some of the warning signs, because they had never presented themselves the way that they were at that point.
6:03 I reached out for help immediately when I really recognized like, this isn't good. But it took me, that was probably a year of building or nine months, and really like building and building and building and building and I wasn't realizing it.
6:23 I also realized that there was a deeper situation and something that needed to be addressed. And that was just where I'm at, in this stage and phase of my life and, things needed to look different and feel different. And I needed to show up differently in order to be the best mom and wife and boss and colleague and everything else that I could possibly be. And ultimately, that meant that I needed to have some really brave conversations.
6:50 I had been advised on so many different occasions, well, if you're feeling this way or you're not doing well, maybe you should just quit, maybe this is time for you to start something different, right? Like, from professionals in this space saying this. You know, oftentimes, some people need to do that when they're struggling with burnout. But I was not subscribing to that. I love it here, I'm not ready to move on.
7:49 And the farther I get away from that really brave conversation, the more grateful I still become, because, you know, it could have been different, but it wasn't. And now I'm happier, they're happier. I feel like I can show up as my full self again. I've continued to heal from burnout, I've continued to do the work I needed to do and really be mindful of prioritizing myself first, because I can't pour into the cups of anybody else if I'm not taking care of myself first.
8:28 You know, it wasn't my first battle with burnout, but it was the first battle that looked like this. And I think that's the other thing to recognize is it's not always going to show up the same way every time.
11:42 Because if you're listening to this, and you think it doesn't impact you from that systemic or organizational piece, you're wrong. If you are in the workforce, you know someone who's in the workforce, you plan to become someone in the workforce...all of this impacts us and how we carry and interpret the weight of and burden of what burnout could look like for us.
12:13 I found myself in a position where I was not really seeing it. I was kind of blinded to that, and I was just crunching through everything. And then finally had to really take a step back and say, if I want my future to look like x, I cannot continue to do y. It's not going to happen. And like what really are my goals here? Is this the environment? I want to continue in? Why? And so it's asking all of those questions.
13:13 I'm so glad that we're talking about this again, just so that we can have these conversations and really make folks more aware and support one another. Because this isn't anything to be ashamed of. We're not weaker because we need to have a personal life or because we can't, you know? Everyone has a limit, every individual, every team, every organization.
15:46 There wasn't just like, one thing, right? It was a lot of different things. It was a lot of different things at different times that helped me. And, you know, ultimately, I had to trust that everything was going to work out too, on the job front side of it, and be okay with things looking different.
16:06 I knew I couldn't sustain at the pace that I was on, and I couldn't continue to take on more. And so being able to really define what was a healthy life gonna look like for me? And what could it look like and still accomplish the goals that we have, and you know, personally and professionally, was really important too. And really being honest and clear about what I can and can't handle.
16:47 I had to learn about which are the right yeses, right? And putting up some boundaries for myself and protecting my time and energy and not just saying yes to say yes, but saying yes to make a huge impact, when it's the right time to be able to do so.
20:06 We know people are expecting more support, they're expecting that their employer is going to support their employees, whether it's offering mental health days or just being aware of what's actually contributing towards burnout, and how they can support their employees through whatever it is, EAP other support systems.
23:33 I love the fact that employers are starting to pay attention to this in a more significant way. There's always been, you know, the ones that are leading the pack, but now people are realizing, “wow, I have good people. I don't want to lose them because we're not doing what we need to do to take care of them.” And I think there's just so many more businesses that are finally prioritizing mental wellness.
30:57 I think that we have to prioritize our children's mental health just as much as we're prioritizing everybody else's. Because this pandemic impacted us all in so many ways the last couple of years, but I think it's we're just seeing the tip of the iceberg when it comes to, you know, what has it really done to our kids? What is it done to us emotionally and mentally and so I'm very concerned about making sure that they're okay, making sure that I'm okay. And that I'm able to show up for them as the best possible mom that I can be.
Dear Mind, You Matter is brought to you by NOBU, a new mental health, and wellness app. To download NOBU, visit the app store or Google Play.
This podcast is hosted by Allison Walsh and Dr. Angela Phillips. It is produced by Allison Walsh, Ashley Tate, and Nicole LaNeve. For more information or if you’re interested in being a guest on this podcast, please visit www.therecoveryvillage.com/dearmindyoumatter.
Allison: 00:03
Hello and welcome to the dear mind, do you matter podcast. My name is Allison Walsh. I'm a longtime mental health advocate and vice president at Advanced Recovery Systems. On each episode, I will be joined by my colleague and clinical expert, Dr. Angela Phillips. This show along with our mental health and wellness app, Nobu are just some of the ways we're working to provide you with actionable tips and tools to take really good care of yourself each and every day. So sit back, relax and grab your favorite note taking device, it's time to fill your mind with things that matter. We're excited to finally have the chance to speak with each other today. And we are diving into a topic that we both care very much about, you know, it's a very hot topic. And that's the one of burnout. And we've had some really great guests so far talking about this subject, you know, we've had Becca powers, we've had Dr. Laura Berenstain. And we really saw an opportunity to do a three part series. So this is going to round out our series. But we're excited to dive more into this today. So Angela, let's get started.
Angela: 01:03
Allison, I'm so excited, because it's such a great way for us to just check in on where we're at with with this topic. And I know it's like you said it's been so present really in the past few years, right. And I think during COVID, a lot of new research came out, a lot of new initiatives came out. And like you said, we've talked to others, but we haven't really gotten to talk to each other and also just share, share with our, our listeners and those that we connect with most our experiences and also sort of just give a little bit more of that like continuum perspective, right? We've read articles, we've written articles, you've done talks, we've done so much around this. And what we're seeing now at least, you know, what I'm what we've been talking about a little bit is like, you know, people are burnout from talking about burnout, or we sort of have this plethora of information, but what do we do with it? How do we move forward? How do we actually see change? So really, just to set the stage for our chat today, I'll just say, you know, we've seen this continuum. We've done a lot with it from awareness, identification and treatment to really this, like greater systemic, and organizational sort of approach to it. Right. So I think it's just again, really important. And I know you do, too, that we sort of pull the full pull picture together, pull the full picture together. Tongue twister.
Allison: 02:24
I agree. I agree. Well, I mean, we've also just finished recording all of that new content for Nobu. So if you haven't downloaded the app, like, please make sure that you do there's some great burnout content in there as well. If you're wondering like, Okay, I keep hearing this, but I'm not really sure what it is. That's a really great place to start as well. And, you know, I know, Angela, as we were recording that I was having like flashbacks because this has been something that I've gone through, I think so many of us have had glimmers of this, if not like a full on experience, unfortunately, at least once and so many people experienced during COVID For the first time where we were juggling so many different things.
Angela: 03:02
Absolutely. And Alison, you're the perfect person to start off our conversation about this, because you have a super diverse background, lots of experiences in this space, you've spoken about this a lot. So I'm curious, if you're sort of willing and open to share with everyone what sort of uncovering and really digging into this topic more so in the last couple years has brought up for you maybe personally and professionally just given, you know, the big role that you're in as
Allison: 03:32
well. Sure. And you know, I love sharing my story in hopes that other people, if you're recognizing some similarities, or things that are striking a chord that you do something about it, right, I think that's always my intention is, is to have a conversation and to be really open and honest about what's been going on. And so, you know, as you mentioned, we're a lot of crowns, as I always say, right, I'm a mom, you know, I've been in this position for nine years, and very, very, very blessed to be involved with Advanced Recovery Systems since the very beginning. And you know, building an organization that cares deeply about the mental and emotional well being of others. And I found myself about two years ago, really starting to struggle with all of the crowns right, all of the expectations. And, you know, as I've said multiple times, you know, being a leader, you learn so many things, but nobody prepared any leader for leading through COVID and leading through a pandemic. And I think there was just so much that I put on my shoulders because I wanted to, right? I wanted to help my team, I wanted to help the company, I wanted to help all the people that we serve. But what I wasn't noticing is that as I was slowly or quickly putting on more responsibility, or just trying to get us through, I was chipping away or neglecting some of the things I needed to do for myself to keep myself in an optimal well being status or really taking care of myself. You know, kids were home school. A all of the responsibilities and everything else. And all of a sudden, I'm like, why am I not feeling right? Right? And here I am, like, I've been in the mental health industry for like 20 years, literally. And I was even struggling to recognize some of the warning signs, because they had never presented themselves the way that they were at that point. You know, I was extremely tired, a lot of brain fog, you know, a little irritable, not maybe not my sunshiny self all the time. And, you know, it was really just in a funk a lot of the time, and I noticed that that was shifting. And, you know, for me, like, I love New Year's Eve, like, that's like, my favorite time of the year, because it has so much hope and like, new beginning, fresh start and all this and it was New Year's Eve going into 2021. And I was like bawling my eyes out that night. Like, I was just so sad, I couldn't get myself together. I'm like, oh my god, what is wrong with me like, this isn't okay. And thankfully, you know, I have a really supportive community, and they were really wonderful and my family and, you know, I reached out for help immediately when I really recognized like, this isn't good. But it took me, that was probably a year of building or nine months, and really like building and building and building and building and I wasn't realizing it. And so, you know, got some help that I needed from, you know, from that side of it to work on on those symptoms. But I also realized that there was a deeper situation and something that needed to be addressed. And that was just where I'm at, in this stage and phase of my life and, things needed to look different and feel different. And I needed to show up differently in order to be the best mom and wife and boss and colleague and everything else that I could possibly be. And ultimately, that meant that I needed to have some really brave conversations. And for me, you know, I had been advised on so many different occasions, well, if you're feeling this way or you're not doing well, maybe you should just quit, maybe this is time for you to start something different, right? Like, from professionals in this space saying this. You know, oftentimes, some people need to do that when they're struggling with burnout. But I was not subscribing to that. I love it here, I'm not ready to move on. And thankfully, ARS being the company that it is said, you know, we value you too, let's just figure out a different position, right? Let's see what else we can do. And thankfully, we're in a in a place that we could do that. And but it took me advocating for myself, it took, you know, an employer saying, you know, this is important, and we care about you, which I think is one thing that we've seen, Angela, I know you and I talked about this all the time, and all the companies that we work with, we're seeing a really positive shift in the direction of like prioritizing employees mental wellness, and well being in general. But I was just so grateful. And the farther I get away from that really brave conversation, the more grateful I still become, because, you know, it could have been different, but it wasn't. And now I'm happier, they're happier. I feel like I can show up as my full self again. I've continued to heal from burnout, I've continued to do the work I needed to do and really be mindful of prioritizing myself first, because I can't pour into the cups of anybody else if I'm not taking care of myself first. It's that whole, like, put your oxygen mask on first concept, which can be so hard, you know, like, it'd be so hard to do it. But, you know, thankfully, I had that wake up call. And it didn't result in something worse. You know, it wasn't my first battle with burnout, but it was the first battle that looked like this. And I think that's the other thing to recognize is it's not always going to show up the same way every time.
If you or someone you know is struggling with addiction or mental health issues, we encourage you to reach out to us today. Advanced Recovery Systems is a leading behavioral health care company with locations across this country. Don't hesitate, call us today, at 855-409-1753. That's 855-409-1753 help is just a phone call away.
Angela: 09:01
Absolutely. And I first of all, just really appreciate your sharing more about that story. Because I know we've barely talked, you know, just a little bit about that. But I think it's so common and so many of us can relate to that, especially as you're, you know, someone who's growing and you know, performing at, you know, meeting a standard going above and beyond, which is, you know, if you're in this field or you know, really in any field where you are so passionate about your work, and then that sort of blurs some lines in terms of you know, I think we're all guilty of it for the most part and nothing to be ashamed about because we're kind of in it together. Right that we just, it's so hard to separate and put boundaries in place when you know, it's doing really, really good work. We're helping people we're you know, we're trying to create solutions for problems that you know, are so systemic or or, you know, just have such a, you know, a higher meaning in terms of how many people we're going to impact. So it is really hard to pull back reins on that. So, you know, I identify so much with that, of having to really step back, but then also having these like turning points, it sounds like was your New Year's Eve, right. And in terms of, you know, when, when it can all kind of come crashing down and just slap you in the face. And I similarly had an experience over the period, you know, the period that spanned out, it's kind of the beginning of COVID, I don't even know what, what the period of COVID is anymore, just with how long this has gone on. But, you know, being in and I know, you've gone through law school, and lots of different, you know, types of education, but coming from, you know, lots of different experiences, and bringing in a lot of, you know, the the mental health challenges that I sort of experienced, growing up into sort of that education, academic research very, you know, heavy world of high performers, and you know, needing to get things done, and you're just supposed to push yourself, you know, we talk a lot about how that culture had just has continued to perpetuate, and create these environments for, for us when we're just students needing the time and space to learn and get support. And when we don't see that from the people around us, from our educators, from our administrators from the systems that we work within, it just is going to continue, right. And so that's where we'll get more into talking about this organizational piece. And what that means to literally all of us. Because if you're listening to this, and you think it doesn't impact you from that systemic or organizational piece, you're wrong. If you are in the workforce, you know someone who's in the workforce, you plan to become someone in the workforce, right, where you're in education, you're in school, all of this impacts us and how how we carry and sort of interpret the weight of weight and burden of potentially what burnout could look like for us. So it's important that we're thinking about all these things, but But similarly, I found myself in a position where I was not really seeing it. I was kind of blinded to that, and I was just crunching through everything. And then finally had to really take a step back and say, if I want my future to look like x, I cannot continue to do y. It's not going to happen. And like what really are my goals here? Is this the environment? I want to continue in? Why? And so it's asking all of those questions. And again, like you mentioned, you know, lots of prior, I think, in retrospect, roles and positions where I think I just was forced to make a decision as to whether or not those were the right fit for me. And thankfully, I think just making those decisions as I went along, but certainly, that happening a couple of times, you know, much later than I think it would have had I had this sort of knowledge and perspective and support. And so I'm so glad that we're talking about this again, just so that we can have these conversations and really make folks more aware and support one another. Because this isn't anything to be ashamed of. We're not weaker because we need to have a personal life or because we can't, you know? Everyone has a limit, every individual, every team, every organization. So, again, I'm so glad that we're talking about this, but just circle back to sort of your example. And I know you mentioned a couple things, but just as we're talking about this, what what's been the most helpful for you in the past, if you kind of think about either this most recent situation or experience that you've had and dealing with sort of burnout or you know, prior situations, what's been the most helpful for you and supporting your transition through that.
Allison: 14:00
I think it was being really honest. So you know, I know I talked about the New Year's Eve situation. And then I talked about the brief conversation. But there were like 10 months in between that and, you know, if I could turn back time, I would have had the conversation right after the New Year's Eve situation and like saved myself a lot of heartache, but you know, it was important for me to heal. So you know, I am a huge fan of the mental health industry, obviously, because of what we do. But, you know, I got back with my therapist. I also was working with an amazing organizational leadership coach. We have her on the show, Dr. Laura Gallagher. She was helping me through this process. My team was helping me through this process. Obviously, my employer eventually was like really helping me through this process. But I had to be really honest, and I think that, you know, it's not like I just flipped a switch and everything was fine. Like I had to unpack all of this like, what was going on? Why was I feeling this way? I mean, I was also having like physical symptoms too, right? Like I was having chest pain and my hair was falling out. Oh, and it wasn't sleeping. And I mean, there were all of these other things that I needed to get back under control before, you know, I could really have even clarity of mind. And meanwhile, you know, like, I wanted to get my joy back. And that was a huge part of it, too, is that, you know, I love the work that we do. And I was noticing, I wasn't feeling as lit up, you know, I also have all these passion projects and things I love. And like when nothing is like, feeling good. That was really hard. And so, in addition to all of that, I actually also decided that I wanted to learn more about positive psychology, which is the science of happiness, well being and success. And so I signed up for a program for that, and I did that. And that was amazing, like, completely life changing. But again, it's like, there wasn't just like, one thing, right? It was a lot of different things, it was a lot of different things at different times, that helped me. And, you know, ultimately, I had to trust that everything was going to work out too, on the job front side of it, and be okay with things looking different. And I think that was the other thing as well, that, you know, I knew I couldn't sustain at the pace that I was on, and I couldn't continue to take on more. And so being able to really define what was a healthy life gonna look like for me? And what could it look like and still accomplish the goals that we have, and you know, personally and professionally, was really important too. And, you know, really being honest and clear about what I can and can't handle. And, you know, for somebody like me, you know, I always say I'm like a recovering people pleaser, like I love to do what I need to do to help people accomplish what they need to accomplish. And I will say yes, and take on a project any day. But I had to learn about which are the right yeses, right? And putting up some boundaries for myself and protecting my time and energy and not just saying yes to say yes, but saying yes to make a huge impact, when it's the right time to be able to do so. And that was really, really, really helpful for me. And just, you know, continuing to check in with myself and realize that it was going to be a journey, it wasn't just going to be a quick fix and being okay with that as well. And being grateful for the experience to do life differently in a really great way.
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Angela: 17:52
I think with so many, I mean, everyone's situation, everyone's experience is going to be different, right. And so we know there are so many resources out there that really help people to identify, you know, here are a set of symptoms that can can lead to sort of identifying what burnout is, that's not always going to look the same, it's not always going to be obvious, it's not going to be that you open up your Instagram, and that person that you love following that says, hey, if you experience XYZ, guess what your burned out, like that might not look like you at all. So what we've really tried to sort of emphasize to is, again, that awareness, so what what's going on, you probably, you know, had this level of support coming from different places where you were really able to pull those resources, work with other people, professionals, I know I've done the same, and really hold up a mirror, look through a different lens, get some more objective feedback. And honestly, we know that that's what a lot of us kind of need needed or need to do. And some of us may be in sort of that, like, I wonder if this is, you know where I'm at right now, because things aren't going too well. And I really need to kind of, you know, figure this out. And so part of it is obviously that readiness. And are we really ready to do that is that what's holding us back. And again, because we know there are so many resources out there. But I think as a nice segue, and I know, we don't have a ton of time to talk about this. But I think now we're sort of looking at, okay, we did have kind of an exodus from from sort of the the workforce in a more traditional sense. So we had this kind of, you know, mass group that maybe went out on their own, maybe they decided to stay home with their kids, they change their, you know, routines with their partners or, you know, whatever their home life looks like. And so a lot is still happening with that, but we're now looking at, for example, what was recently highlighted in a study that was done by McLean and company who's big in HR, you know, internationally, and we're really looking at you know, what is the As you know, quote, unquote, post COVID world look like, what are people expecting, and we know people are expecting more support, they're expecting that their employer is going to support their employees, whether it's offering mental health days or just being aware of what's actually contributing towards burnout, and how they can support their employees through whatever it is, EAP other support systems. But, but really what I thought was interesting, and we'll put this in the show notes in terms of, if anyone wants to take a peek at it, but I wanted to get your feedback, Allison, on sort of these domains, they identify as six core areas that organizations can look at that really go or sort of take the dial from potential organizational burnout, and really get it to that end of where the workforce is really thriving, and how this isn't really a choice anymore, right? Like, we need to get it together. And I think it's a great example that, you know, in all transparency, you brought your concerns to our company, and they worked with you. And it shouldn't be that hard for anyone who's out there who's struggling with this, they should have that ability. But we know everybody doesn't have that or the organization isn't caught up to that yet. And this is going to take time. But But yeah, can you just kind of give some thoughts and kind of overview with us really quickly on what those core domains are? And what your thoughts are on those?
Allison: 21:33
Yeah, absolutely. And I love the way that the cleaning company really broke it down. So first and foremost, there's workload, right. So it's the number, the amount of work tasks that you're required to do that require physical, mental emotional effort, and that are really influenced by time. So that's the first thing to look at. And then there's role clarity, and autonomy. So this is really where it's the degree to which employees understand their responsibilities and have control over what's being completed. And that they feel like they have the support resources, and adequate resources and training to be successful in their role, then, of course, there's the big relationship piece, right? We cannot stress this enough your relationship with your co workers and your supervisors, those internal relationships, and how much they support you with communication and cooperation. I know this is a big one for me, you know, I felt very supported through this process. And, you know, there's rewards and recognition. This is both financially and non monetary rewards that result in employees feeling valued and recognized for their contributions to the organizations that they're serving. And so that's a big piece of it, too, you got to take care of your people, they have to feel valued. And then there's fairness and equity. So this is how the organization is perceived. As far as like the policies and the processes and the assignments, the promotions, the pay increases. So again, you have to really see it through the eyes of the people that are working there. Like what is that perception, that's very important. And then there's, of course, the employee and organizational values. So this is the connection between the employee themselves, their responsibilities, the goals and the organization's mission, vision and values. So really, really helpful to have it in those core domains where you can see, you know, what part of the organization maybe needs, you know, some additional help. But this can be the difference between organizational burnout, and workforce thriving, right. So this is, this is a big deal. And I love the fact that employers are starting to pay attention to this in a more significant way. There's always been, you know, the ones that are leading the pack, but now people are realizing, “wow, I have good people. I don't want to lose them because we're not doing what we need to do to take care of them.” And, and I think there's just so many more businesses that are finally prioritizing mental wellness, and I'm so grateful, but this is a great thing to look at. And I think it really helps all of us use this as a checklist, right? Like, how are people perceiving the place that they work? What are they feeling? How are they feeling? Why are they feeling that way? And I know, we talked to Becca powers, about all the Unders and overs, right, like all of the things undervalued, under appreciated, that kind of falls into this too. But this is a great one to really look at the six core domains.
Angela: 24:18
Definitely. And I think, as sort of individuals think through it, too, as a member of the workforce, it's like, you can kind of go through each of these, and really see how your current role or maybe, you know, compare your current role to where you want to be. And what does that look like? So go through each one of these areas and really think about what workload is looking like for you currently, what your role clarity and, you know, all of these aspects of or domains of your current role or your organization and sort of how that stacks up. And I know for a lot of people, they feel like their hands are tied, like there's nothing they can really do within the organization. But there are a lot of folks who are spearheading projects within each organization, reaching out to to you know, a supervisor or someone is an easy way to just say, Hey, I would love to be a part of if you're, you know, collecting data, or if you're doing some outreach, or if you're organizing what I'll talk about next, and run through, which is these three core domains in terms of our sorry, three steps in terms of addressing these core domains. And so McLean also outlined these and they're sort of seem overly simplified, but, but of course, within a company, you want to identify the root causes, right? So they've identified a burnout questionnaire, we know there are lots of those. So a company can easily start implementing that, right. So as another way to kind of support maybe the the current job that you're in, or the company that you're in, you could easily like I said, you know, as to be potentially a part of that process. But at least giving your data right giving your feedback, letting them know how you're feeling about this. The second area, they identify as really tailoring the solutions to address those root causes. So we know from looking at other data, some, some companies and organizations have really, they've they've brought in a new program, they've plopped it into their model. And they're kind of like, Okay, off to the races. Let's see how this goes. And so they're getting, I think, sort of mixed results from that. So for some people that can be really helpful, it's like, great, we've targeted XYZ, it's going to help over here, but it looks like what's going to be the most effective is of course, to tailor it to what your people actually need, companies aren't the same people within the companies aren't the same. So that's another area obviously, that they can they can focus on. And then it's to think about the future. And I think that's where, you know, for the companies have already started doing this, the individuals that are already supporting this, you know, they're they're finally in a place where they can think about that, but for many of us, we're not there. So can we simultaneously build a future for our workers, for our employees, for our staff, for our team members, so that we don't continue to perpetuate and just put people back in that same place? And, and really, how can we help support them both from that individual level, so it may be learning coping skills, you know, creating boundaries, offering them more support, individually, family support, you know, greater insurance benefits, kind of reviewing what that might look like. But then all the way, you know, holding ourselves accountable on that more organizational level. So I think these are all really great things that again, I would encourage everyone to just take a peek at this, this article and just see, you know, how this might help you sort of think through what you're currently experiencing, and, and what you want your future to look like, if you are in the workforce, or just understand better kind of what's going on there. And so we're kind of maxing out here. Allison, with time went a
Allison: 27:44
little long today, but it was worth it. It's an important conversation to have, you know, I think, I think everybody realizes that it is critical. And I know that's why we really prioritize putting more resources in Nobu for this because, you know, if you haven't downloaded the app, please do. There's some great content on burnout. And I encourage you to share it. And Angela is always looking for, you know, staying ahead of the curve, making sure we've got the most applicable resources and things that are really useful. So I highly encourage you to download Nobu. Check out the burnout content, get help if you need it and right, have these conversations, talk to your employers, if they don't have things in place already. Nobu can be one of those tools that gets easily implemented into your workforce and into your company. And so we would welcome the opportunity to have those conversations, we talk to employers literally every single day that are rolling this out, and we're, you know, a supplemental resource for EAPs that are struggling to meet the demand. So just reach out to us, we'd be happy to help so, but in rounding this out, you know, we love our favorite questions. So I'm going to ask you first, Angela, at this point in your life, what matters to you most right now?
Angela: 28:52
Oh, boy, we asked this to everyone. And then when it's just the tables are turned, it really gets me? It's a good question. Allison, we've come up with a good one. I think for me, right now, what matters most is you know, you and I are involved in quite a few projects, where, again, you know, we're really trying to get the word out on more support and being able to offer you know, more, you know, just whether it's, you know, content within our application or services or, you know, whatever it may be, we're really trying to tap into so many different environments and, you know, organizations groups, so I think right now, the biggest thing on my mind, as I sit here talking to you is really how can we, how can we take all of this information and really push it forward and and create things that are really going to help people and we know that this, you know, the digital marketplace is flooded with so many products, but I think, again, it just it makes me so grateful and really just wanting to focus more and more on that and how we can continue to build and grow, and just expand and really help as many folks as we can with, you know, all things mental health, behavioral health and, and what that's going to look like, which really encompasses so much more than sort of the standard day to day information that we see flying around. So that's, that's really what's been on my mind as really matters so much to me right now, what about you? What matters most to you?
Allison: 30:22
Oh, yes, well, I am in the trenches of being a mom, right? Like, and I love it. Right. I've got three amazing kids. And, you know, I think I'm most concerned, right now. They're so they're 10, six, and three. And I'm most concerned about them, right? mentally, emotionally, physically. And I'm watching just the state of the world that we're in right now. And I want nothing more than to be able to equip them with everything that they need to be resilient, compassionate, wonderful humans. And, you know, I think that we have to prioritize our children's mental health just as much as we're prioritizing everybody else's. Because this pandemic impacted us all in so many ways the last couple of years, but I think it's we're just seeing the tip of the iceberg when it comes to, you know, what has it really done to our kids? What is it done to us emotionally and mentally and so I'm very concerned about making sure that they're okay, making sure that I'm okay. And that I'm able to show up for them as the best possible mom that I can be. For everybody that's tuning in and subscribe to the show. Thank you for being here with us. And thank you for inspiring us to continue to have these conversations and certainly we are always listening. So if there's something that you want to learn more about, you can DM us on Instagram @Nobuapp, you can always reach out to us through the website, we would love to continue to prioritize what matters to you too. So don't be a stranger. Make sure that you've downloaded the app. Take good care of yourself, and we will talk to you very soon.
Angela: 32:00
Thank you all. Thank you so much for listening to today's episode. If you're not already subscribed, we hope you join us regularly and please leave us a five star review wherever you get your podcasts. We hope that this podcast is beneficial to you and your wellness journey. Dear mind you matter is brought to you by Nobu, a new mental health and wellness app. You can download it today using the link in our show notes. We'll talk to you next time and until then remember, you and your mind matter