Christchurch Upcoming Programme

John Eatwell, 0274 465 592 
All sessions at Joes Garage Meeting Room 
Come To 7 Leslie Street Unless Otherwise Specified 
Please RSVP to John Eatwell before the day of the meeting. 
Date 4:00pm Networking, 4:30pm start  Pre-Reading  Topic  Presenter 
11 August 2021Attachment Styles at Work
Workplace incivility is rampant, and it is on the rise. It can fracture a team, diminish collaboration, reduce team members’ sense of feeling psychologically safe at work, and hamper team effectiveness. Negative comments, backbiting, and other rude behaviour can affect employees’ mental health and psychological wellbeing in many ways, ranging from anxiety, sadness and confusion to post-traumatic stress symptoms in cases of more profound abuse and trauma (Porath, 2013; 2017).
A recent study showed that employees’ attachment styles could be associated with the quality of social relationships at work and whether employees behave civilly or uncivilly in their workplace. This presentation will provide a brief overview of attachment styles using a two-dimensional approach in terms of avoidance of intimacy and anxiety over abandonment (Bowlby, 1969; Miller, 2007). It will also discuss simple practical strategies on how to navigate attachment avoidance dynamics in the workplace, helping employees feel psychologically safe and productive.
Alex Gosteva
7 SeptemberConference – Mental Health at WorkVarious
13 October Employee Engagement
We often talk about engagement, but what do we mean? There certainly are a few academic definitions, but I’m curious to find out what your “working definition” of engagement is. When you talk about engagement with colleagues, clients, students, your own team or manager (etc), what do you have in mind? And how do you “work with” engagement in our different contexts? 
Why do I want to know? Engagement has become such a ubiquitous concept in organisations, and often used very generally and not always defined. I’m curious to know what you as practitioners, academics, employees, and managers mean engagement. So the main driver for this survey is curiosity, but also a quest for a clear definition and shared understanding (if possible). 
In the survey, I will ask a number of open-ended questions where I ask you to reflect on your understanding/definition of engagement. I will also ask you to comment on a few questions from commonly used engagement measures and how you think the items fit with your view of engagement, and what they tap into. The survey shouldn’t take more than 10 minutes, but this may depend a bit on how much you choose to comment. 
The results of the survey will be presented at the IO chat group in Christchurch on October 13. 
Go here to take the survey: 
IO chat group survey about engagement
(in case the link above doesn’t work, use this one:
Katharina Naswall