It’s no secret that gender bias and inequality still exist in 2021. While the world has made some great strides in fighting the status quo (i.e. our first ever female, African American and South Asian American Vice President), there is still a large gap between how men and women are viewed and treated.

In 2021, we are taking the International Women’s Day pledge and #choosetochallenge and call out gender bias and inequality. Whether it’s in the workplace or in your everyday life, Coeus Creative Group is sharing a few tips on how to go about doing so in a behaviorally intelligent way.

Understand that Bias Runs Deep

We are all subject to our own individual biases, but in order to overcome them, we have to understand that bias runs deep. There are a variety of demographics that shape our personal biases including geographical location, beliefs and morals, our ethnicity- the list goes on and on. However, this doesn’t mean our biases are unchangeable. It means we have to put the work in to disrupt bias in ourselves and others. When we’re speaking out against gender inequality, take a moment to open the floor for a deeper conversation; why does this person think the way they do? Understanding this person’s bias will help you better explain to them why their words or actions are harmful.

Give Women a Voice

Coming together is the only way to successfully fight inequality. Gender inequality is not a women’s problem, it’s everyone’s problem. Women are less likely to be given speaking time and are penalized socially and professionally for speaking about their personal experiences when they do. It’s important that when possible, you should give women the platform the speak out on their experiences and injustices. Give them the support they need to feel comfortable in taking the stage to speak out.

Recognize and Celebrate Women’s Accomplishments

A common way women experience inequality is through their accomplishments. We chastise them for self-promotion, when instead, we should be highlighting their credentials and accomplishments. Not only that, we are selective on what we see as accomplishments. Having a baby is not celebrated the same way as receiving a promotion. Make a point to celebrate ALL the wins for women, no matter how big or small.

Gender inclusivity takes more than just speaking out against inequality, it’s about changing our behaviors. When we start to recognize our behaviors and make a positive change, we are one step closer to a more inclusive world.

Celebrate International Women’s Day with Coeus Creative Group on Monday, March 8^th! Tag us in your IWD photos holding up a hand showing that you #choosetochallenge.

By Madison Bennett and Michelle McGrann

The post #ChooseToChallenge – Challenging Gender Bias and Inequality appeared first on Coeus Creative Group, LLC.

Working from home seems pretty great— you can put in a load of laundry in between tasks, or while on a call, make your favorite cup of coffee, and even wear joggers! However, as nice as it might seem, the long-term effects of working in a digital world can take a mental toll.

Do you dread having to put on a “happy face” for yet another zoom meeting or virtual happy hour? Do you get to the end of the workday and feel like you didn’t actually get anything done? Does there seem to be an expectation to work or respond after hours or on the weekend?

If you said yes to any of those questions, you are probably experiencing mental fatigue and the signs of burnout. You are not alone in this and we have four ways to prevent and combat mental fatigue.

     1) Log Off

I know it seems counterintuitive, especially now that the main way of socializing and working is all online, but you have to log off.

Your focus is constantly being pulled in 100 directions if you don’t log out of your email, Slack, and/or social media. Although the little ping of a notification may take only a minute to respond to, you still have the mental hit of your focus being redirected back to work issues and away from resting and disconnecting.

A lot of people justify being online 24/7 because it is part of the job. Having a job in social media or digital work can feel like we need to be online all the time to do our work, when in reality we are just scrolling endlessly. Unplugging gives your brain a chance to rest, be more creative, and productive.

     2) Boundaries

Sorry was I on mute? Let me say it a little louder for the people in the back — BOUNDARIES! Remote work has obliterated any normal separation of work and home. We now take video calls from our living rooms, bedrooms, or work side by side with our spouse. Some have to watch their children and make sure the dog doesn’t eat out of the trashcan, all while trying to get their own work done.

Boundaries are a way of protecting yourself and giving others the chance to respect what you need. If you do not communicate your boundaries, people may not know they are causing you undue stress and burden. Be honest and inform people what you can and cannot do.

Use out of office replies when you need to let people know when you are not immediately available. Tell your team what your workday hours are and don’t feel obligated to work past or on the weekend, even if others are working non-standard hours. Set boundaries with your audience as well — have an automatic response set on your social media that says they will receive a response during workday hours.

Setting boundaries allows you to work better, not necessarily “less.”

     3) Take a Break

Don’t fall into the trap that because your work and home life are blended that you are obligated to work nonstop. Endless work does not necessarily mean good or effective work.

Reframe how you view rest: I shouldn’t work to rest; I rest so that I can work. Your car can’t run on an empty tank and neither can you. This means stepping away, taking a walk, working out, reading a book, calling a friend, doing something that brings you joy. If you work a computer-based job like me, simply stretching or getting my body moving makes me feel 1000 times better.

Schedule breaks into your day. A lot of people swear by the Pomodoro Technique. Set a timer for 25 minutes and work without any distractions on one task — no social media, bouncing tasks, just focus. At the end of 25 minutes, you take a 5-minute break. It can be whatever you like: get up and walk around, check your phone, get a cup of tea. Repeat this four times and then take a longer break, 15–30 minutes.

I know what you are thinking…how can I take that many breaks in a day? But notice how much time is wasted in task switching and checking on every notification. Using a technique that keeps you in a state of deep work will actually produce better and more focused work. Find a method that works for you and stick to it!

     4) It is OK to Not be OK

We are all going through a lot this year. It is perfectly normal to not feel 100% every day. Acknowledge that your feelings are valid. You don’t have to fake positivity. Do what you need to take care of yourself and find what kind of self-care works for you. Take a mental health hour, day, or weekend when needed. Talk to people about what you are going through and keep your network and loved ones around you.

Forgive yourself for the things you can’t do at the end of the day. Allow yourself to prioritize what really matters and don’t suffer in silence. If therapy could be beneficial, seek out a therapist you can trust.

We are in this together. Please let us know if any of these strategies help you navigate digital work and share any of the strategies you love to use on a daily basis. As always you can connect with us @coeuscg on LinkedIn, Instagram, Facebook, and Twitter!

The post 4 Ways to Combat Mental Fatigue in the World of Digital Work appeared first on Coeus Creative Group, LLC.

As we approach the holiday season, businesses are trying to better understand consumer buying decisions. This year has brought a lot of uncertainty and the landscape of consumer behavior has changed in response to the situation in 2020. The retail sector this year alone has encountered challenges from tariffs, an approaching recession, government-mandated closures, supply chain issues, to a growing shift of reliance on e-commerce or retail delivery due partially to the pandemic. If you include the fact that the largest growing group of consumers is Generation Z and their preference for e-commerce, in addition to socially conscious shopping, the retail industry has really needed to be agile this year.

We believe that the key to better understanding consumer behavior is to recognize that consumers are people. To many economists, consumers are just data points on spreadsheets and analytic reports. While data can be an important tool, understanding the why behind the data can help businesses and individuals make better decisions this season. At Coeus Creative Group, people and their behavior are our specialties. We use several behavioral science areas such as psychology, neuroscience, emotions, cultural and social factors, and others to help understand and predict how consumers behave.

6 Consumer behaviors to be aware of and strategies to take:

1. Purpose-Driven Shoppers

Research shows that people are increasingly using their buying power for the greater good. This is partly being driven by Millennial and Generation Z shoppers, who prefer socially conscious shopping. Businesses can stand out by drawing attention to things such as minority-owned, women-led, cause-focused, or charitable giving initiatives. Now is the time to showcase the meaningful products that you sell; feature items that are made from recycled products, sustainably sourced materials, organically made, or simply one of a kind locally made items.

2. Early Shopping

Typically, people wait for Thanksgiving to put up their holiday decorations. This year, we are seeing people exhibiting this behavior immediately following Halloween. Most likely, people are going to actively engage in holiday purchasing in the same fashion. The pandemic is causing shoppers to rethink traditions and regular shopping plans. Many people are planning to start their holiday shopping early to avoid the big crowds. Budgets are tight everywhere right now, so consumers are becoming more competitive shoppers resulting in 87% of consumers comparing product prices across various sellers.

3. Available Near Me

Global searches for “available near me” grow more than 100% each year. Most people are doing their product research online in advance before even stepping foot into a store. While consumers might do their product research at big box store websites, they likely support their local business when purchasing. Make sure your product listings and inventories are up to date on your website. This will allow the item customers they are seeking to come up in an “available near me” search, leading them to your site. Given the continuing uncertainty, have processes in place for easy online ordering, pick up in-store, or car-side delivery; make your customers feel safe and secure if they choose to shop with you.

4. Virtual Storefront

As we talked about above, people are taking the time to do their research. In fact, more than 50% of shoppers research products before buying them, meaning details matter. It is critical to have your products listed on your virtual storefront with solid descriptions, while also focusing on their attributes, options, and listing any kind of promotions. Consumers want to make sure that they know as much as possible about the products before purchasing them and will be attracted to those with the most information available.

5. Something New or Different

Influencers exist for a reason, as social proof is becoming stronger and stronger. Consumers do not want to buy products just to later find out it is junk. They know websites are only going to say good things about their products or services, so they are looking to see what other consumers are saying. This doesn’t just apply to e-commerce, as 67% of shoppers look up product information and reviews while shopping in-store. Strong product ratings and authentic reviews will positively impact the buyer’s choice.

6. Digital Newbies

The pandemic this year has caused a massive shift in consumer behavior, forcing many people to start moving to online shopping. These new consumers have been “stuck at home” for nearly nine months now with limited ability to do traditional browsing in physical stores. They are looking to make their homes more unique, as thousands of people are ordered to work and go to school from home. Now is the time to promote your products that are perfect to spruce up the home office or unique items for stress relief, relaxation, and comfort.

It’s important to keep in mind that consumers this holiday season are managing more personal stress, financial strain, and anxiety about future uncertainties than usual. They want smooth processes, friendly and helpful service, and to know that in-person facilities are safe. Much like most people’s usual holiday traditions and plans have changed, so have their buying habits.

If retail sector holiday planning (or shopping) has you stressed out, consider listening to our guided meditation here to help you relax and center yourself.

*All stats are from the 2020 Consumer Buying Behavior Report and the 2020 Shopping Research Study by Google*

The post The New Reality of Retail appeared first on Coeus Creative Group, LLC.

Reporting sexual harassment can be uncomfortable for all parties concerned. It takes courage for someone to step forward, and compassion and empathy are necessary. There can also be legal ramifications and responsibilities for the person who is approached with the complaint. This is a short guide to help you be prepared to handle this challenging situation in the most intelligent and positive manner. We have also included phrases that can be used as appropriate.

1. Know the process: Being able to navigate the situation effectively requires knowing the protocols and procedures for what you would need to do. Take time to review all procedures and processes in advance of events and places where you will serve as a “Safe Person.”
2. Take the reporting seriously: No matter what level of harassment is being communicated, do not minimize or deny what is being communicated. Do not attempt to make excuses or justifications for the perceived harassment (e.g. they probably were just trying to…). Avoid making value judgments of the situation. Remember that every person experiences the world differently and be sure to respect those differences. Even if the behavior is not something that you personally would not perceive as harassment, does not necessarily mean it is not actually harassment.
3. Create a safe environment: Ask the person if they feel safe speaking about this in the moment. If they do not, ask the person how you might be able to facilitate a safe environment for them. Show compassion and listen attentively to the person. Assure them that you will not take any actions without their permission unless otherwise required by the law (see #10). Utilize appropriate body language and tone. Ask for permission before making physical contact (e.g. hug).
4. Acknowledge the courage and the risk of speaking up: Be cognizant that the person who is reporting harassment is likely experiencing fear and uncertainty psychologically. Validate their concerns (do not deny or minimize them) and acknowledge that reporting takes courage. Ensure them that you are sympathetic to any potential or perceived risks and that you will work with them to ensure that they are safe.
5. Give the person autonomy and agency: Ensure the person that is reporting that they will have the choice on how to proceed. Clearly communicate the process and the options that the person reporting can choose from. If the person chooses to escalate the claim, assure them that the claim will be handled in a professional, fair, and compassionate manner.
6. Avoid judgment: It is critical that the person who is reporting a harassment claim feel’s validated, however, attempt to avoid making judgments or assessments of the situation.
7. Take action, follow up: Follow the protocol as necessary and with expediency. If escalating to higher levels, ensure the person who is reporting is aware of the next steps and a timeframe for what to expect next. Follow up accordingly and reduce as much uncertainty for the person as possible.
8. Don’t be afraid to ask for help: In the event that you feel overwhelmed or unsure of how to proceed, ask the person if you can seek assistance from someone to manage the situation. Do not take matters into your own hands. Follow the procedures and work within the protocols to ensure an effective resolution of the situation.
9. Maintain confidentiality: If you are someone who has received a claim, this implies that the person making the claim has extended you sufficient trust to share their situation. Demonstrate respect for that trust by maintaining confidentiality and discretion, except as otherwise needed to follow protocol and resolve the situation.
10. Consider legal ramifications: Remember that some forms of harassment may be against the law. In the event that a law has been broken, follow the appropriate procedures to ensure legal compliance.

Phrases to consider using as appropriate:

1. I believe you. It takes a lot of courage to tell me about this.
2. It’s not your fault. You did not do anything to deserve this.
3. You are not alone. I care about you and am here to listen or help in any way I can.
4. I’m sorry this happened. This shouldn’t have happened to you.
5. This must be really tough for you. I’m glad that you are sharing this with me.
6. I can understand why you would feel that way. I can imagine I would feel that way too.
7. You have options and you are in control here. I am here to help and will work with you to get resolution.
8. We will not do anything that you are uncomfortable with.
9. I’m not experienced in these things. Would you be open to involving a trusted colleague?
10. Is there some other way I can help you feel safe or find another way of supporting you?

The post A behaviorally intelligent approach to handling sexual harassment claims appeared first on Coeus Creative Group, LLC.

For example, understanding that different cultures designate different members of the family as decision makers when it comes to health, finances, or other critical issues can mean the difference between building rapport and alienating the potential relationship. Whether you are in healthcare, sales, wealth management, banking, or other industry that interacts with people, you have four seconds to analyze the situation, recognize which family member is the designated authority, and act accordingly.

In our Cultural Adaptability Training program, we highlight the importance of those first four seconds. Participants often include people working in the healthcare industry, where lives are at stake and tensions are high. Nurses, social workers, physicians, and health administrators who understand culture and are willing to adapt to the norms and values of others see an increase in patient satisfaction scores, adherence to medical regimens, and better health outcomes.

Cultural Adaptability and Preferred Outcomes

I was working with a group of nurses and shared with them some of the key body language clues that would guide them in identifying the decision maker within the family unit; that is, if they were able to spot the nonverbal messages in the first four seconds of the interaction.

When they understood that speaking to the mother in some cultures would be damning to their credibility, they balked and felt that they had the right to talk to whomever they chose. ‘It’s not right. The mother should have just as much say in the decisions of their child.’ This is not an uncommon sentiment, but unfortunately it does not matter what “we” think. What matters is how willing we are to adapt our mode of thinking to the way that “others” think. I typically handle this the same way each time and here’s how:

• Me: I do not necessarily disagree with you. You certainly have the right to speak with whomever you like. But let me ask you, what is your primary purpose when it comes to your patients?
• Practitioner: The patient’s health outcome.
• Me: If a patient’s family trusts you, are they more likely to support your recommendations?
• Practitioner: Yes, of course.
• Me: If the patient’s family likes you, are they more likely to give you critical and personal information?
• Practitioner: Again, yes, of course.
• Me: If you offend them, will they easily cooperate with you?
• Practitioner: Probably not so much.
• Me: If you can create a positive relationship by adhering to their cultural values, and that could lead to a better outcome, is that more important than your personal feelings?
• Practitioner: ………..Ok, keep going.

Cultural adaptability is the willingness to learn and accept another culture’s way of behaving. It doesn’t mean that you have to like it, it doesn’t mean that you have to agree with it; what it means is that you are willing to accept that different cultures operate with different values, beliefs, traditions, rituals, norms, and behaviors. They are neither good nor bad, just different.

And it’s not just healthcare that finds a value for learning the in’s and out’s of cultural adaptability; choose the decision maker wisely and the conversation continues, or choose poorly and you have a hill to climb if you want to re-establish trust. This is an ideology that relays into all professions and even your every day life.

Moving past our judgement and biases is essential to understanding. Understanding allows for diversity and inclusion to become operational advantages for the organizations that foster these values. Cultural adaptability is a pre-condition to effective communication, relationship building, and high-functioning cross-cultural team performance.

Increasing a workforce’s capacity for cultural adaptability can create a healthy and productive workplace, while also reducing an organization’s risk of fostering tension amongst different cultures. But how can we accomplish this, especially with so many cultures entering the global workforce? By focusing on a behaviorally intelligent strategy of improving awareness; seeking to understand existing behaviors; opening space for mutual existence; and most importantly controlling our own behaviors in cultural interactions, we become more adaptable, which consistently leads to better relationships and outcomes across any industry.

The post Cultural Adaptability – Using Behavioral Intelligence to Connect Across Cultures appeared first on Coeus Creative Group, LLC.