Feeling drained by Monday? Wondering how you'll survive the week? You're not alone! In this episode of *Crina and Kirsten Get to Work,* we tackle the mental health struggles that weigh us down amid today’s chaotic landscape.

From political turmoil to women's healthcare rights and the financial crunch from inflation, countless issues amplify our anxiety. With 1 in 5 women facing mental health challenges—think depression, PTSD, and anxiety—it's crucial to spotlight the unique hurdles women encounter, including the burden of unpaid labor and the ever-present pay gap.

Recent research shows that women experience mental health conditions differently than men, and we're unpacking it all. We'll discuss the critical role of connection—our go-to remedy for many mental health issues—even when social interactions feel like climbing a mountain. Setting boundaries and carving out time for self-care isn't just important; it's essential.

Join us as we break the stigma, share our insights on mental wellness, and ponder if a smaller circle might just be the secret to healing in our demanding world. It’s time to put your mental health first—tune in for the tools and conversation you need to thrive!

Reverse mentoring flips the script, pairing ambitious younger employees with seasoned leaders to share insights on today’s hot topics, from tech trends to leadership styles. First popularized by Jack Welch at GE in the '90s, it’s now a strategic powerhouse for attracting and retaining young talent.

The magic happens when the right pairs are formed—think introverts with extroverts—to spark dynamic conversations. Engaging mentees in the process is key, as addressing any fears about crossing hierarchical lines lays the groundwork for trust. Without commitment, even the best matches can fizzle out.

The perks are hard to ignore: Companies with reverse mentoring programs report a 72% boost in communication and an impressive 96% retention rate for younger employees. Participants leave feeling empowered, fostering innovation and keeping leaders in tune with market shifts. Plus, it amplifies diversity and inclusion by shedding light on workplace challenges.

Take BNY Mellon, where the program has deepened connections and encouraged leaders to seek employee input. Others, like Estée Lauder and British Airways, have tapped into reverse mentoring to drive culture change and dismantle barriers.

In short, reverse mentoring is a two-way street, turning the wisdom of experience into fresh perspectives that invigorate the workplace.

In the fast-paced world of work, the simple act of observation is often overlooked—yet it offers a real and measurable edge. Research shows that the ability to “read the room,” such as recognizing emotions in others’ faces and voices, provides valuable insight into unspoken dynamics like mood shifts, alliances, or resistance.

Observation creates the feeling of being seen and heard—for both the observer and those around them. Observation requires not focusing cognitively, but noticing yourself, others, and the environment in real time, with awareness and intention. Writer David Brooks refers to particularly attentive individuals as “illuminators”—those who are persistently curious about others and help people feel truly understood. In contrast, “diminishers” are too self-absorbed to notice what’s happening around them.

Despite our good intentions, there are forces that work against our ability to observe. Power, for instance, has been shown to reduce perspective-taking and awareness of others. To combat this, leaders and people in power should deliberately switch into “observer mode,” especially in rooms where power dynamics are unequal. Other barriers include our negativity bias (we over-focusing on flaws), inattentional blindness (we miss what’s routine or familiar), and our psychological state (stress and urgency diminish our ability to notice others' needs).

There are practical, field-tested strategies to restore and strengthen observational power. Techniques include strategies listing “three good things” noticed during the day, using two-column notes (content vs. process), timeboxed round-robins to ensure equal airtime, and asking diagnostic questions like “What are we not seeing?” or “How could this fail?” Silent writing before group discussions helps quieter observers contribute, while brief reflective summaries during meetings—e.g., “Here’s what I’m hearing; what did I miss?”—can flush out hidden disagreement and signal active listening.

Finally, leaders should watch out for “power fog.” When those in charge speak with certainty, it’s critical to double-check assumptions and seek out dissenting or overlooked perspectives.

Observation is a particularly crucial leadership tool—but it is important for all of us - and as Kirsten says, observation is surprisingly entertaining, often revealing, and always worth slowing down for.

Good Reads:

PubMedMoodle@UnitsPMC

The Silent Sex: Gender, Deliberation, and Institutions

Are Women the Silent Sex?

Power and Perspectives Not Taken

What Great Listeners Actually Do