Why Every Professional Needs Mindfulness—Not Just More Coffee

We often tend to engage in something called ‘mental time travel’, where our thoughts drift either to the past or future. This can leave us feeling overwhelmed or disconnected from the present.

Mindfulness is a technique that emphasizes being present and aware of the current moment, including our thoughts and sensory experiences, thereby enhancing our state of consciousness. It involves focusing on our thoughts, feelings, and bodily sensations without judging or assigning meaning to them. Although mindfulness is a natural ability that we all possess, it is only with practice that it becomes more effective and readily available to us. Mindfulness can be both a technique and a way of living which helps root us in the present moment by purposefully focusing on the present moment and accepting life the way it is.

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Mindfulness has been practiced for thousands of years and originates from Hindu yogic practices and Buddhist philosophy. It was brought to the West by John Kabat-Zinn, who founded the Center for Mindfulness at the University of Massachusetts Medical School and the Oasis Institute for Mindfulness-Based Professional Education and Training. 

There are various methods to practice mindfulness, including: -  

i) Mindful meditation: It is a form of relaxation that brings together the concepts of mindfulness and meditation, helping us explore various sensory experiences while staying present in the moment by focusing on these experiences. A technique used in mindful meditation is body scanning which involves scanning each area of your body, from head to toe, for any ache, pain or physical discomfort. It helps us connect with our physical self and enhance awareness.

ii) Mindful breathing: This method involves focusing on the rhythm of your breathing. It is a deep breathing exercise where you take deep breaths and control the length of each breath. Mindful breathing involves paying attention to the sensation of breathing and how it makes you feel. If you struggle with maintaining attention, try to counting your breaths – it can help you focus.

iii) Mindful eating: This involves being fully aware of the food you eat – its taste, smell, and texture - and how you feel while eating it. You can engage your emotional and physical senses to enjoy the food you eat while acknowledging your thoughts and feelings.

iv) Mindful Movement or Exercise: Movement helps express who we are. This method involves focusing attention towards how your body feels as you move. This method can be incorporated into your daily workouts, exercises, yoga, or walking. Not only does it improve physical health, but can also help enhance psychological well-being.

So why should you start practicing mindfulness?

In 2015, the Mindfulness All-Party Parliamentary Group (MAPPG) released the Mindful Nation UK  report, which concluded that mindfulness is a promising innovation in the workplace, with a rapidly evolving evidence base. It offers significant benefits for both employees and organizations, across a range of physical and mental health conditions.

Stress, anxiety and depression are leading causes of mental health problems. According to the World Health Organization, depression and anxiety alone cost the global economy $1 trillion each year due to reduced productivity. Therefore, practicing mindfulness can be beneficial for professionals. The following are some benefits of practicing mindfulness: -

i) Stress reduction

Stress arises when one is unable to meet situational demands, posing a challenge or threat to their well-being. According to Gallup’s State of Global Workplace: 2024 Report, 41 % of employees worldwide reported experiencing stress daily.

Based on the data put forward by Gallup in their State of Global Workplace: 2024 Report for % of employees who said 'yes' to experiencing daily stress.

The report highlights that higher rate of stress is more common among females. This could be because women have to juggle multiple roles including that of a mother, homemaker and a professional. Individuals under 35 years of age also experience higher stress levels which could be due to the pressure to establish a successful career. Younger generations may also struggle with coping with their stressors, unlike older generations who develop coping skills as they grow older. Additionally, societal pressures, uncertainty about future job stability and a competitive job market can increase stress. According to the report, managers experience higher levels of stress which could be due to heavy workload, large number of responsibilities, having to making decisions, achieving targets, and increased sense of accountability. The report also states that on-site employees experience increased stress which may be due to unhealthy work environment, interpersonal dynamics, office politics, constant supervision, and rigid schedules offering less flexibility. Being physically present may also increase the pressure to meet expectations and perform well, as employees are directly observed. 

Mindfulness can be a valuable personal resource, which can help one to gain a sense of control and can help successfully cope with their environment. Mindfulness-based intervention reduces occupational stress and increases job satisfaction.¹ Higher mindfulness has also been found to be associated with higher work engagement and lower perceived stress.²

ii) Reduces anxiety and depression

Depression and anxiety are common mental health disorders and a leading cause of morbidity. According to the World Health Organization, approximately 280 million people worldwide suffer from depression and 301 million have anxiety, while suicide is one of the leading causes of death globally, especially among younger generations. The 2021 Global Burden of Disease Study showed a notable increase in the prevalence of deaths and injuries related to both anxiety and depressive disorders between 2019 and 2021. Anxiety rates jumped from 3.95 % in 2019 to 4.71% in 2021, while depression rates rose from 3.86% in 2019, to 4.36 % in 2021.

Based on data put forward by the Global Burden of Disease study which shows the increase in the prevalence % of death or injury globally, caused by anxiety and depressive disorders among males and females, across all ages.

One explanation for the sharp increase between 2020 and 2021 is the COVID-19 pandemic. The increase in deaths and injuries due to depression and anxiety may have been caused by social isolation resulting from the pandemic. Besides this, health concerns, job losses, financial instability, economic downturns, drastic changes to daily life, grief and loss of loved ones may have contributed to the increase. Although the pandemic has ended, depression and anxiety rates remain at an all-time high which could be due to economic aftershocks, altered social dynamics and the ongoing grief from the loss of loved ones. Besides this, the post-COVID-19 era has seen a shift toward remote work which can disrupt one’s work-life balance leading to increased levels of depression or anxiety.

A systematic review and meta-analysis of 18 studies found that regular performance of mindfulness exercises can be beneficial for anxiety and depression.³ Mindful meditation and mindfulness-based training also reduces anxiety and depression.^{4 5}

iii) Anger Management

Anger is an adaptive response to emotional distress but can lead to aggressive or violent behavior if not managed properly. It is an inevitable part of who we are and is essential for our survival, but it can turn destructive if we let it gain control over us. This is what mindfulness can help us with - by directing our attention to focusing on the present moment, we can regain control over our impulses. Based on decades of research, Gallup in their State of Global Workplace: 2024 Report, states that 21 % of employees worldwide reported experiencing anger daily. 

Based on the data put forward by Gallup in their State of Global Workplace: 2024 Report for % of employees who said 'yes' to experiencing daily anger.

The report states that females experience increased feelings of anger. This is possibly be due to the dual burden that most women face, where they have to juggle professional responsibilities with household and caregiving duties. It can also be due to women being more interpersonally and emotionally sensitive. A study found that women have a larger orbitofrontal cortex ⁶, which is a region in the brain responsible for anger regulation, therefore, women also tend to be better at controlling anger. Individuals under 35 years of age also experience more anger which could be due to a high workload, as most entry-level jobs come with heavy workloads and pressure to meet certain expectations. Lack of support and mentorship can also lead to young employees feeling frustrated and angry by their roles and responsibilities. Managers also experience higher levels of anger, possibly due to responsibility overload, as they are responsible for both their work and the performance of their team, and having to deal with workplace conflicts and issues may contribute to the feeling of anger. Besides this, they face continuous pressure to meet targets and drive company success which can get overwhelming and frustrating at times, leading to anger.  The report also states that those working exclusively remotely experience higher rates of anger which may be due to the social isolation and restricted networking opportunities, which is an inherent part of remote work. The lack of clear boundaries between work and personal life can foster feelings of constant readiness and a sense of on-call availability, leading remote workers to overwork, which in turn contributes to frustration and anger.

Recent years have seen mindfulness become the focus of attention for treating anger. A study found that mindfulness was negatively related to all trait aggression measures such as physical aggression, verbal aggression, anger, hostility and further states that mindfulness is associated with lower aggression.⁷ Gallup’s report states that a higher percentage of employees who face daily anger are below 35 years of age. A study which consisted of a sample of individuals aged 18 to 25 suggested that mindfulness-based programs help youth manage anger better, and reduce physical and verbal aggression.⁸ Practicing mindfulness also reduces anger rumination. Anger rumination refers to the tendency to dwell on past experiences of anger, and think about the causes or consequences of anger episodes. ⁹

iv) Improves work engagement

Employee engagement can be defined as the degree to which employees feel dedicated and emotionally connected to their organization and colleagues, which is essential for achieving organizational goals. The more employees feel engaged, the higher their productivity, leading to better business outcomes. Gallup’s 2024 State of Global Workplace Report states that only 23% of employees feel engaged at work, while 62% do not feel engaged and 15% feel actively disengaged. This could be due to several issues, including inadequate availability of materials and equipment, employees feeling stuck due to limited opportunities for career advancement or feeling that their contributions are not recognized. Additionally, monotonous tasks and unclear role definition can leave employees feeling disconnected from the organization’s goals.

Based on the data put forward by Gallup for employee engagement in their State of Global Workplace: 2024 Report

The report states that engagement is higher among females than males. This small but statistically significant difference could be due to women having more flexible work arrangements, as Gallup says that a flexible workplace can improve employees' engagement, and women, often having to play a dual role as a professional and a caregiver value flexible work arrangements. Individuals under 35 years of age also experience higher levels of involvement at work, which could be due to their role offering opportunities for growth and learning, a strong sense of community within the workplace, benefits that meet their needs, and flexibility in work-life balance. A study by Qualtrics found that Gen Z workers (individuals up to 27 years old) “ are willing to work hard and are engaged at work”. The report also states that managers have higher engagement, which could be due to a sense of responsibility, the opportunity to lead, recognition, rewards and having more control over their work. Those working remotely also have higher engagement. This could be attributed to the flexibility of remote work, which fosters self-empowerment among employees.

Based on Gallup's 2023 global data on Relationship Between Work Engagement and Overall Life Experiences

Mindfulness can enhance work engagement as it influences employees’ work meaningfulness, emotion regulation, and job competence, which ultimately enhances employees’ work engagement.¹⁰ A theoretical review study highlighted that mindfulness influences work engagement through stable attention, emotional awareness, and self-regulation. These factors help employees become more proactive, confident, and promote autonomous motivation, ultimately contributing to higher engagement and productivity.¹¹ Mindfulness and meditation practices also support work engagement by promoting authentic functioning. Authentic functioning is the extent to which employees are aware and act in accordance with their true sense of self.¹²

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By anchoring ourselves to the present moment, we can alleviate stress, anger and worry while cultivating a deeper sense of psychological well-being. The evidence is clear: mindfulness is essential, for both individuals and organizations. Incorporating mindfulness practices into your daily routine can be a transformative experience. Therefore, investing time in this practice can significantly improve your emotional, physical and mental wellness, helping you reclaim focus and unlock your true potential. Begin your mindfulness journey today and discovers its extraordinary benefits!

 

References:

1. Bolm, Sophie & Zwaal, Wichard & Fernandes, Macmillion. (2022). Effects of mindfulness on occupational stress and job satisfaction of hospitality and service workers. Research in Hospitality Management. 12. 61-70. 10.1080/222435 34.2022.2080954.

2. Bartlett, L., Buscot, M. J., Bindoff, A., Chambers, R., & Hassed, C. (2021). Mindfulness Is Associated With Lower Stress and Higher Work Engagement in a Large Sample of MOOC Participants. Frontiers in Psychology, 12. https://doi.org/10.3389/fpsyg.2021.724126

3. Paul Blanck, Sarah Perleth, Thomas Heidenreich, Paula Kröger, Beate Ditzen, Hinrich Bents, Johannes Mander, Effects of mindfulness exercises as stand-alone intervention on symptoms of anxiety and depression: Systematic review and meta-analysis, Behaviour Research and Therapy, Volume 102, 2018, Pages 25-35, ISSN 0005-7967, https://doi.org/10.1016/j.brat.2017.12.002.

4. Khoury, B., Sharma, M., Rush, S. E., & Fournier, C. (2015). Mindfulness-based stress reduction for healthy individuals: A meta-analysis. Journal of Psychosomatic Research, 78(6), 519–528. https://doi.org/10.1016/j.jpsychores.2015.03.009

5. Goyal M, Singh S, Sibinga EMS, et al. Meditation Programs for Psychological Stress and Well-being: A Systematic Review and Meta-analysis. JAMA Intern Med. 2014;174(3):–368. doi:10.1001/jamainternmed.2013.13018

6. Jausovec N, Jausovec K. Resting brain activity: differences between genders. Neuropsychologia. 2010 Nov;48(13):3918-25. doi: 10.1016/j.neuropsychologia.2010.09.020. Epub 2010 Sep 25. PMID: 20875436.

7. Kim, E., Gentile, D. A., Anderson, C. A., & Barlett, C. P. (2022). Are mindful people less aggressive? The role of emotion regulation in the relations between mindfulness and aggression. Aggressive Behavior, 48(6), 546–562. https://doi.org/10.1002/ab.22036

8. Sharma, M. K., Sharma, M. P., & Marimuthu, P. (2016). Mindfulness-Based Program for Management of Aggression Among Youth: A Follow-up Study. Indian Journal of Psychological Medicine, 38(3), 213–216. https://doi.org/10.4103/0253-7176.183087

9. Takebe, M., Takahashi, F., & Sato, H. (2015). Mediating Role of Anger Rumination in the Associations between Mindfulness, Anger-In, and Trait Anger. Psychology, 06(08), 948–953. https://doi.org/10.4236/psych.2015.68093

10. Chen, L., Li, X., & Xing, L. (2022). From mindfulness to work engagement: The mediating roles of work meaningfulness, emotion regulation, and job competence. Frontiers in Psychology, 13. https://doi.org/10.3389/fpsyg.2022.997638

11.https://repositori.uji.es/xmlui/bitstream/handle/10234/194298/TFG_2020_BadenasBlazquez_Maria.pdf?sequence=1&isAllowed=y

12. Leroy, H., Anseel, F., Dimitrova, N. G., & Sels, L. (2013). Mindfulness, authentic functioning, and work engagement: A growth modeling approach. Journal of Vocational Behavior, 82(3), 238–247. https://doi.org/10.1016/j.jvb.2013.01.012