Devan Moonsamy 

Congratulations are in order for the exceptional achievement of the 2022 class of matriculants. As the young adults cross their fingers and open acceptance letters or even decide to take a gap year, the start to a new chapter in life is underway. The state of mind following the anticipation of the results can be extremely stressful. The wait for academic achievement that will shape the path in which these young adults trek on, can be a very volatile time for students. 

But as much as there are many who are preparing to further their studies at tertiary institutions, there are also those who might not be able to take on this opportunity. Some of the students who finished their highs school career might now have to head straight to the corporate world to lend a hand with the finances at home. There might not be a chance for them to apply to an institute to study and wait for an internship to get exposure to the working world. These learners have to go straight to the working world without the chance of having a taste of what to expect. 

The reality is that no amount of preparation can equip one for what to expect. Each work space has its own work culture and each job its own pressure. But there are a few techniques that can be applied to expose individuals to the world of working. The current generation is overwhelmed with the possibility of becoming the next big thing online. The glamourised world of influencing has done little to assist those in need of the guidance to pursue a career. 

This does not mean that influencing does not pay. It just means that becoming an influencer seems easy and good on paper but there are much more layers to unveil. In an article published online, research has shown that the work of being an influencer is extremely fraught. The reality is that when we spend a lot of time online, we see its impact on our mental health however the career or possibility of being an influencer still seems to be glamorised despite the impact it might have on mental health wellness. (Howard) 1

The road leading to developing a career is one that requires determination and hard work. The reality is that matric is not the end. It is the beginning of a new journey. The commitment and dedication that was persevered during the career must continue in the next few years of life. However, there are instances when students receive a shock when exposed to the working world. The discipline and diligence that comes with working a 9 till 5 job, can be overwhelming and often the monotony can impact mental health. 

The question is how do schools prepare learners for the future work world? 

We know that the concept of having a start and a finish time might be one step in gearing up learners to become young adults with discipline. We also have the occasional career day in which students research a career and showcase the job they desire to the class. Past students who have graduated from high school also give back to their schools by sharing past experience. Mentorship programmes and shadowing might also be useful to prepare students for the life after school. 

During the matric year, programmes from corporates can be beneficial to expose students to the working world. Schools might also benefit from planning excursions to places that can develop a curiosity for careers that will positively impact one’s mental health. 

There is so much emphasis on success and hard work that little attention is given to the impact a career in a specific field will have on an individual’s mental health. Even though the conversation around career development is done at school, in the workplace there are seldom people assisting new comers to get to success. There is hesitation to change, personality clashes and also a range of challenges that a new generation individual might face. 

The working world is in need of retrospective, in order to improve things like positive work culture, diversity and mental health awareness. Whilst on the topic of positive mental health, the workplace can also adjust its attitude to the new comers in the office. Instead of making existing staff feel exhausted by the task of playing mentor to new staff, attach a rewards or incentive programme to get existing staff members encouraged to work with young blood. (Harvard Business Review)2

Devan Moonsamy is the CEO of ICHAF Training Institute, a South African Corporate Training Provider & National Learning Institute. He is the author of Racism, Classism, Sexism, And The Other ISMs That Divide Us, AND My Leadership Legacy Journal available from the ICHAF Training Institute. He has also graduated with his Bachelor of Applied Social Science (Majoring in Psychology and Counselling) Practice/Registration Number: CO30161 – Devan is a CCSA Registered Counsellor, Executive Coach and Psychological Safety Wellness Consultant.

The ICHAF Training Institute offers SETA-approved training in business skills, computer use, and soft skills. Devan specialises in conflict and diversity management, and regularly conducts seminars on these issues for corporates. To book a seminar with Devan or for other training courses, please use the contact details below.

Tel: 011 262 2461 | 083 303 9159 | 

Email: admin@ichaftraining.co.za devan@ichaftraining.co.za | 

Website: www.ichaftraining.co.za |  www.devan-moonsamy.com

References: 

1. MADELINE HOWARD PUBLISHED: DEC 15, 2022

1. Article published on Harvard Business Review website. Written by: Jenny Fernandez, Julie Lee and Kathryn Landis. 

By: Devan Moonsamy 

In identifying the psychological effects of political unrest, we first need to understand; what is political unrest and how does it present itself in South Africa? Political unrest is defined differently by a number of scholars; however, we learn that ultimately it encapsulates the instability of a nation through acts such as protest & violent behaviour of its citizens (Tarkhani, 2021). However, when we apply this to the South African context, we can see that political unrest has been prevalent throughout our nation’s history, and in recent years instances such as COVID-19, The attacks on farmers and even the arrest of former president Jacob Zuma, led South Africans to take to the streets in an outcry, let’s not even take it as far as this, political and civil unrest, in Cape Town, Western Province – Monday 21 November 2022 through a city-wide shutdown orchestrated by Santaco (the South African National Taxi Council) (Isaacs, 2022). This event occurred for a number of reasons and grievances, however the institutionalisation of the shutdown created panic, stress and inconvenience for the commuters of the city of Cape Town – enhancing the psychological tolling aspect of political unrest; these instances demonstrate in its purest form; political unrest amongst the South African citizenry.

What effects did political unrest/instability have on our people

We then ask ourselves during these crises, what effects did political unrest/instability have on our people and more importantly what effect did this have on the psychological well-being of our South African citizens. Political unrest can lead to an increase in an individual’s stress, anxiety, substance use – as a coping mechanism, it can in some cases even cause depression, and a decrease in one’s motivation (Newport Institution, 2022). When we look at the rioting and looting that fell part of the ”Free Zuma” campaign it caused many people to feel unsafe. Shop owners were worried about their lives, showcasing increased levels of stress and anxiety – and looting would have led to increased rates of depression (Vhumbunu, 2022). Coupled with this, citizens of affected areas would be left questioning their safety and security adding to the stress of the riots and looting scenes. Amongst children it was reported that the recurrence of loud bangs or mass screaming also reignited the trauma and fear of being present in the midst of chaos (Vhumbunu, 2022). Even when we analyse the effects of farm attacks, we can also note that those involved developed a lacked sense of safety and security, ultimately leading to the development of anxiety, depression added stresses and a massive feeling of being unsafe and insecure living life on their farms. These instances also then spread to the individual not physically involved, causing the average citizen to feel a sense of discomfort, increased stress about the future of the governing body and a lack of political faith – which then brings to light a large amount of subsequent psychological, social and economics aspects displaying a negative impact on all citizens of the state. 

Ways to cope with the psychological effects of Political Unrest

When we look at the wider effects of COVID-19 for example it becomes important for the individual to prioritise self-care and accurately manage grief and loss, subsequently navigating through the processes of dealing with grief and loss (Newport Institution, 2022). In doing so the individual will reduce the stress and anxiety attached to dealing with these situations and ultimately reduce the psychological effect these instances possess.

Given the technological era and world we find ourselves to be a part of it is also important to properly manage your social media in-take and the content you consume thereof. In the technological world we live in, social media and online articles have a massive part to play in spreading news and creating panic and distress amongst the local citizenry, in these instances it is important to remember that we are in control of how we react and in control of our actions (Newport Institution, 2022), thus by applying this it puts the individual at the centre and in control of how to respond in times of political unrest.

PubMed is a National Library of Medicine and in their work, they also note that political unrest threatens interpersonal resources(Canetti, et al., 2012). These resources are made up of social support systems – which is inherently important in situations of political unrest, furthermore, they note that people who suffer a physical stress on health during moments of political unrest may also add to the psychological distress during and after the moments of unrest (Canetti, et al., 2012).

Hence it becomes important for people to maintain their social aspects of life to promote their psychological well-being and attempt to mitigate the potential effects of PTS (post-traumatic stress) and PTSD (post-traumatic stress disorder) and in doing so taking the time to recover properly and being able to freely express their experiences of events to promote positive psychological well-being and to create a sense of awareness that could potentially aid others in a post-traumatic experience.

Devan Moonsamy is the CEO of ICHAF Training Institute, a South African Corporate Training Provider & National Learning Institute. He is the author of Racism, Classism, Sexism, And The Other ISMs That Divide Us, AND My Leadership Legacy Journal available from the ICHAF Training Institute. 

The ICHAF Training Institute offers SETA-approved training in business skills, computer use, and soft skills. Devan specialises in conflict and diversity management, and regularly conducts seminars on these issues for corporates. To book a seminar with Devan or for other training courses, please use the contact details below.

Tel: 011 262 2461 | 083 303 9159 |

Email: admin@ichaftraining.co.za devan@ichaftraining.co.za | 

Website: www.ichaftraining.co.za |  www.devan-moonsamy.com

References

Canetti, D., Hall, B. J. & Hobfoll, S. E., 2012. Political violence, pyschological distress, and perceived health: A longitudinal investigation in the Palestinian Authority. Psychol Trauma, 4(1), pp. 9-21.

Isaacs, L., 2022. EWN (Eye Witness News) – Breaking News. [Online]
Available at: https://ewn.co.za/2022/11/20/taxi-strike-wced-says-there-s-a-plan-to-get-matric-pupils-to-schools
[Accessed 20 November 2022].

Newport Institution, L., 2022. Newport Institution. [Online]
Available at: https://www.newportinstitute.com/resources/mental-health/mental-health-impact-of-politics/
[Accessed 27 June 2022].

Tarkhani, H., 2021. Peace, Justice and Strong Institutions. Encyclopedia of the UN Sustainable Development Goals, 16 June, pp. 692-702.

Vhumbunu, C. H., 2022. Accord. [Online]
Available at: https://www.accord.org.za/conflict-trends/the-july-2021-protests-and-socio-political-unrest-in-south-africa/
[Accessed 10 December 2021].

Devan Moonsamy 

The workplace is the space in which most of our time of our day is spent. The office has a wide variety of people with different qualities and personalities. We have the office watchdog, they will communicate every slight movement to the office manager. We have the unapathetic team members who are just trying to make it to Friday without any concern for their surroundings. But we also have the office bully. Their behaviour is the one that can severely get under our skin. The hostility they have when speaking can leave a terrible experience for us in the workplace. 

Hostile conversation starters are a sad reality of the working world. As much as individuals have grown to accept this as the nature of the person, the reality is that they have just accepted this person’s bully behaviour and believe it to be normal. Some of us might not allow this behaviour to get to us, as we try to be unemotional at work. Ultimately, we are human and our emotions can be triggered when we are spoken to in a manner that is unacceptable. 

Trying to ignore someone’s bully behaviour in the form of hostile negotiation rarely works. It can be difficult for some to ignore such behaviour. As a result, this will cause frustration and pent-up animosity to associate with this person. This will then cause issues for us in the workplace as we might not want to discuss decisions with this individual based on their behaviour. We might even give in to the office politics surrounding this person and chip in on how we have faced their hostility. 

But here’s the thing, comparing notes on how this person is being difficult will not solve the problem. It might make us feel better temporarily as we get to vent about our experience, but in reality, this does little to solve the problem. It is important to talk about a difficult negotiator’s behaviour but not in the form of gossip mongering. 

Often when a difficult person speaks to us with hostility we start to feel as if they are attacking us. But the moment we take time to think about it and stop taking their hostility personally, we can move forward in addressing the real issue behind their behaviour. This doesn’t imply that we need to council our office bully, but rather we need to take the correct approach to end toxicity instead of fuelling it. 

Let us look at how to manage hostile negotiators in the workplace

• The most important point would have to be to remain calm. Often when an office bully is snapping or directing their hostility towards us, we tend to shut or feel triggered by this. They might be raising their voice just to get their point across. The aim is to move the conversation from a hostile one, to one that displays collaboration and joint decision making. When you find yourself in front of a hostile and irate conversation with a worker then you need to take steps to manage this. It is ok to want to close this conversation or ask the co-worker if we can reschedule this for another time. It might seem like you are giving the bully the upper hand and it can be very frustrating to have to be spoken to in this manner. Remember, it is perfectly fine to be frustrated. The aim of this activity is to remind us to manage our emotions better in these difficult situations, remaining calm is the key to this. 
• Not all difficult negotiators are a bully. It is important to be able to know the difference between the difficult negotiator and an office bully. A difficult negotiator might be the person who is set in seeing things in the way they are comfortable with. A bully will go out of their way to make another person feel uncomfortable. If we know whether we are dealing with a difficult negotiator or a bully, we would be able to better see that not all negotiations are going to be successful. A difficult negotiation might not end in agreement. Sometimes we might just be on the opposite side of the coin. This would be a great time to refer to our contingency plans and rework our argument to find a common ground on the issue at hand. 

• Remain firm in your own goal during the conversation. Once you stand your viewpoint and remain firm in your belief, negotiating with a difficult negotiator can become easier. If we are firm in our viewpoint, it will help us eliminate and manage the tense emotions that might arise when confronting a hostile negotiator. When we allow ourselves to succumb to a difficulty from a hostile negotiator there is a high chance of us making mistakes in our pitch. Instead let us maintain a calm voice, and seek clarity in the conversation by asking questions to help you better understand.

Devan Moonsamy is the CEO of ICHAF Training Institute, a South African Corporate Training Provider & National Learning Institute. He is the author of Racism, Classism, Sexism, And The Other ISMs That Divide Us, AND My Leadership Legacy Journal available from the ICHAF Training Institute. 

The ICHAF Training Institute offers SETA-approved training in business skills, computer use, and soft skills. Devan specialises in conflict and diversity management, and regularly conducts seminars on these issues for corporates. To book a seminar with Devan or for other training courses, please use the contact details below.

Tel: 011 262 2461 | 083 303 9159 |

Email: admin@ichaftraining.co.za devan@ichaftraining.co.za | 

Website: www.ichaftraining.co.za |  www.devan-moonsamy.com

Devan Moonsamy 

The most frustrating thing for any employee has to be when their work is not being acknowledged. In the fast-paced work environment, the race to remain the best can be overwhelming and it might suck out the energy from even the most creative employee when they are not acknowledged for their effort. 

When a team member is not recognised for their effort, they might want to slip into the shadows and not want to continue giving their best. The mindset that if my great work was not noticed, then surely my lack of interest in work won’t be noticed either. 

If a motivated team member starts to feel this way, it is unfortunately the start of a very negative journey for them in the workplace. They will be deterred and they won’t want to participate in activities in the office. 

As management, it might be the looming deadlines and the fast-paced office environment that might have us not giving recognition to the team members who require it, even though we see their hard work. This is not an excuse for the behaviour but rather a point for management to consider when it comes to dishing out recognition to staff. 

Ensuring that your work gets noticed comes from the effort you put in to it. If you are confident that the work you have done is flawless and deserves recognition, then you need to ensure you get recognised for it: 

Here are a few ways to ensure you are getting recognised for your work: 

•  The first to getting recognised for the great work you do is to change your perception. You need to have a fresh take on productivity. If you want to be recognised for the work you are doing, then you need to be great at it. Work should not be done, in order to meet a deadline. If you want to be recognised for your work then you need to ensure that you have put it 100% of your effort. This is where it starts. 
•  
• Another great way to get noticed for your effort has got to be teaming up with other staff members. Having more engagement in the office and pairing up with another team member, might get you in the spotlight for the great work you are doing. Collaborating will help you not just building work relationships, but also it will help you feel the gratitude from your team members. This will do wonders for the team morale in the office. 

• If you are working remotely, and you are failing to be recognised for the effort you put in then it is time to make the change. The technology in place to track remote working is not to keeps tabs on you but rather it is there to ensure accountability. If you are working remotely, it might seem much more difficult to be recognised, but ensuring you log in on time and complete all tasks assigned to you daily can be the start to getting recognised to working hard despite challenges like loadshedding etc. 

• Make an impact. Start taking the office environment into account and make a difference. If there are projects or tasks requiring extra hands and your team at the current moment, is not as busy, perhaps you should volunteer. This will be great way to work in another department and also it will help you familiarise yourself with other departments in the business. 

• Try not to be discouraged when you are not immediately recognised. If you notice that you put in a lot of effort in a particular task, but you were not recognised for it, don’t be discouraged. Rather, go back and look at what the potential gaps were and try harder the next time. It could also mean you need to rework the strategy you are using to reach your goals. 

Devan Moonsamy is the CEO of ICHAF Training Institute, a South African Corporate Training Provider & National Learning Institute. He is the author of Racism, Classism, Sexism, And The Other ISMs That Divide Us, AND My Leadership Legacy Journal available from the ICHAF Training Institute. 

The ICHAF Training Institute offers SETA-approved training in business skills, computer use, and soft skills. Devan specialises in conflict and diversity management, and regularly conducts seminars on these issues for corporates. To book a seminar with Devan or for other training courses, please use the contact details below.

Tel: 011 262 2461 | 083 303 9159 |

Email: admin@ichaftraining.co.za devan@ichaftraining.co.za |  Website: www.ichaftraining.co.za |  www.devan-moonsamy.com

Devan Moonsamy 

The 10^th of October marks World Mental Health Day. The day is set aside to raise awareness on global mental health education and to advocate against the stigma around mental health issues. The discussion around mental health issues has been largely tabled in most organisations. Infact, many businesses are even engaging in the dialogue around it regularly and not just in this month. Workshops, seminars and training is hosted on how to manage mental health in the workplace. 

As much as there are steps being taken to address issues around the topic, the conversation is not an easy one to have. In most organisations the conversation might be easier for woman, but there might be some hesitation and challenges for men to discuss their concerns with their mental health. For either gender, the conversation is not an easy one to have yet more woman might open up instead of men. The challenges with mental health are not with one specific gender, department or office and it is for this reason that mental health needs to be discussed with all. 

However, we need to start focusing on the impact mental health issues have on men who do not deal with their issues. A stressful job, missing deadlines, working with toxic managers in a toxic work environment, could be fuelling the unresolved and undiagnosed mental health issues that some men face in the work place. 

Let us look at some of the possible reasons men might be struggling with their mental health. It can start with pressure and stress from a huge meeting or just general pressure at work. It can be from being overshadowed by a colleague for a promotion. It might even be substance abuse, issues on the personal front as well as challenges with personal finances. For some it might even be abuse in their childhood and not dealing with their childhood trauma. The possibilities are endless as to what might be the sparking point for an issue around mental health. 

The reality is that if a person with severe mental health issues do not diagnose and get the help it will be challenging for them. It could cause major problems on the personal front. It might even result in toxicity towards their partners and family. They might resort to substances and narcotics to cope and manage something they do not understand. 

What we need to look at is how to start getting men to talk about their mental health issues. Here are a few ways to get men to start taking their mental health issues serious at work: 

• Start by breaking the stigma that men or boys don’t cry. This generational curse that has made is acceptable for men to always be emotionally unavailable has got to end. The approach starts in the home. Educate your sons that it is ok to cry. This is how we can start the difficult conversations that need to happen. If men are made to feel that it is okay to not mask their emotions, to accept that they have had a bad day and that a beer won’t fix it, then it is a start for them to take steps towards bettering their mental health. In the workplace, host the seminars and workshops to get male staff aware of the need for emotional awareness. 

• As senior management, become more involved in the wellness of your employees. If there have been concerns about the office environment, take a keen interest and get involved. Sometimes the lack of resources, team members and even encouragement from management could be the reason for not just men, but most staff to feel demotivated and stressed.  Play a more active role in listening to staff wellness. Engage and participate with staff on how to improve the office environment. 

• Make your teams mental health a priority. Invest in a specialist or hire an individual that can provide assistance to your team. It can be a councillor or a therapist that they can meet with to manage their mental health. It is not always that work is the spark for issues around mental health, but it could be the reason an employee is not performing their best. Offering your staff an additional wellness benefit will improve their morale and allow them to better manage their mental health. This could also be the start more team members seeking help and resolving the issues they have not dealt with. 

Devan Moonsamy is the CEO of ICHAF Training Institute, a South African Corporate Training Provider & National Learning Institute. He is the author of Racism, Classism, Sexism, And The Other ISMs That Divide Us, AND My Leadership Legacy Journal available from the ICHAF Training Institute. 

The ICHAF Training Institute offers SETA-approved training in business skills, computer use, and soft skills. Devan specialises in conflict and diversity management, and regularly conducts seminars on these issues for corporates. To book a seminar with Devan or for other training courses, please use the contact details below.

Tel: 011 262 2461 | 083 303 9159 |

Email: admin@ichaftraining.co.za devan@ichaftraining.co.za |  Website: www.ichaftraining.co.za |  www.devan-moonsamy.com