Effective advice to overcome the fear of judgment

It’s crucial for you to understand the origin of your fear of judgment, as it can stem from various sources such as personal insecurity, the desire for acceptance, or lack of confidence in your abilities. Gain awareness of your fears and your story. If you’re unsure where to start, work with a coach to identify your limitations and unlock your potential using effective problem-solving strategies and techniques.

Recognize that the judgment of others is inevitable, and not everyone will share your opinions or view your intentions and work in the same light. It’s important to learn to focus on your abilities and actions rather than the opinions of others, especially since there will always be someone who doesn’t understand you, who criticizes you, or that doesn’t like you.

As an adult, your task is to understand how relational dynamics work and how to create strong relationships basedon mutual respect without waiting for others to approach you. Unfortunately, conflicts and relational dynamics aren’t typically taught in school or even within families. Therefore, you have the power to act, understand, grow, and develop a personality capable of fitting into various contexts and transforming the fear of judgment.

When you’re at work and you need to integrate into a team or you want to showcase your skills and performance, instead of being influenced by the fear of others’ judgment about you, focus on the results you want to achieve. Concentrate on achieving your goals, taking concrete and measurable actions that enable your professional progress. Your performance, skills, and results will contribute to enhancing the esteem your colleagues and superiors have for you. This helps boost the self-confidence necessary to face the fear of judgment. Develop awareness of your skills, strengths, and positive experiences because your previous success forms the foundation for building greater self-confidence in the present.

Try to build relationships with colleagues who are supportive, trustworthy, and positive, as they can help you develop a sense of belonging in the professional context. Additionally, identify mentors and colleagues who encourage and support your professional journey, to whom you can expose your vulnerabilities without judgment, seeking constructive feedback for continuous improvement. People who respect and hold you in esteem can help you gain clarity and give new meanings to even the most painful experiences.

The fear of judgment often leads to hiding your true personality and might make you conform to others’ expectations. Learn to be authentic by allowing yourself to express your values, opinions, and ideas in the workplace. Authenticity will attract the right people around you and foster relationships built on mutual trust.

It’s also essential to learn to accept your mistakes or failures as part of your personal and professional growth journey, as each error or setback can be a learning opportunity. Analyze situations where you fear others’ judgment and try to identify the lessons you can draw from them.

Based on the insights shared in this article, you now know that you can confront the fear of judgment through conscious and responsible approaches. Only you can work on yourself and transform your fears. Dissolving your fears takes time and effort, but it’s a crucial step toward reaching your personal and professional potential. Remember that others’ judgment doesn’t define your character, abilities, or value. You define who you are through your actions and choices every day. Focus on your journey, personal growth, and the realization of your goals, and you will discover the inspiration and strength that reside within you.

This is why in companies the collaborator is often skeptical of the corporate training courses proposed by HR or management, starting out with considerations such as “Why do they want me to learn this thing? What do I need it for? How does it fit into my job prospects?”.

How to motivate collaborators to actively participate in corporate training?

Human resources should consider situations of resistance to learning and use an awareness-raising approach to training that allows the employee to create interest in professional and continuing training. One of the most effective motivational levers is to involve the manager or team leader in the process of raising awareness of corporate training.

To make employees passionate about the idea of learning, the company can encourage the creation of a corporate culture that puts employees’ skills at the centre and that encourages their development; this is a process that takes time but that brings great results in terms of team cohesion, belonging and motivation.

Another aspect that human resources can take into consideration is the choice of the trainer  that will follow the collaborators in the classroom for the development of their skills. When a trainer can convey the pleasure of learning, they can change the individual’s approach to personal and professional growth. The pleasure of learning is the key in the learning process and can be transmitted through exchange and emotions. In fact, the learning process in adults is mainly linked to a social process (Lave, Wenger, 1991, Gergen, 1994), which therefore means that the emotional dimension and social interaction are indispensable elements for the adult in the classroom.

Quantasia SA in Lugano, Ticino, is specialized in coaching and training of personal development and growth through the teaching of transversal and neuro-emotional skills. In our classrooms, collaborators are actively involved in the learning process through various kinds of activities and through exchanges and discussions with their colleagues. This way is engaging, it generates awareness and a desire to learn. When a collaborator rediscovers the desire and curiosity to learn, we know that we have done our job well since, from that moment on, they will be motivated to attend other courses and to put themselves out there for their own evolution.

How LEGO® SERIOUS PLAY® methodology was born

Starting in 1995, the LEGO® company began to suffer from market losses due to the entry into the sector of new forms of play such as video games. There was therefore a need to find new strategies to relaunch the brand. Thanks to the contribution of two Swiss university professors, Johan Roos and Bart Victor, the way was opened for a new way of playing, thinking, and creating solutions with the use of LEGO® bricks. But it was thanks to Robert Rasmussen, at the time head of the educational division of LEGO®, that a real educational method was created with coloured bricks, which today allows business leaders to find effective solutions to a problem or a project. In fact, in a guided and structured way, it is possible to collect and include the views and opinions of key people in the company and create a shared action plan with the assignment of specific tasks.

This is how the LEGO® SERIOUS PLAY® business facilitation methodology was born in 2002, which allows managers to think differently about solutions for their businesses. From this moment on, the bricks were no longer intended only for children, but have become an important tool to facilitate companies in the development of their strategies.

In 2012 Dr. Giorgio Beltrami, author of the book “LEGO® SERIOUS PLAY®: thinking with your hands“  in collaboration with Per Kristiansen, Chairman Advisory Board for LEGO SERIOUS PLAY® and Partner of the LEGO® Foundation, have brought in Italy for the first time the certification courses for facilitators in the LEGO® SERIOUS PLAY® method according to the principles of the Association of Master Trainers founded by Kristiansen himself with Robert Rasmussen.

Benefits of a LEGO® SERIOUS PLAY® workshop

LEGO® SERIOUS PLAY® is a very effective facilitation methodology as it allows you to actively involve each participant in the workshop. Its characteristic is therefore the richness of the contents that can be extrapolated in reference to a specific company theme (the development of a strategy, the plan, and the communication strategy for next year, the identity of the team).

It often helps to bring to the consciousness of the participants concepts and reflections that were still confused or unknown up to that moment. What makes LEGO® SERIOUS PLAY® successful is its unlimited potential in making the immaterial tangible, by carrying a concept, an idea, a thought, a reasoning into matter to face a challenge and be able to understand and observe it.

LEGO® SERIOUS PLAY® leads participants to build a SHARED MODEL or a LANDSCAPE that represent the business context with the most relevant information for the company, the dynamics and flows needed to plan the team’s actions.

In this way it becomes easy to guide the participants in the formulation of an action plan in relation to the topic addressed during the workshop to carry it out in the company reality. In fact, the Landscape obtained with LEGO® bricks represents the map for orienting oneself in the company territory.

Using the LEGO® SERIOUS PLAY® to align the team with corporate projects allows you to release the maximum potential of the people involved, in a spontaneous, instinctive and immediate way, giving all participants time and opportunity to express their ideas.

Our LEGO® SERIOUS PLAY® workshops

At Quantasia SA in Lugano, Ticino, we are a “boutique” company, we deal with Coaching, Training and Business Facilitation. We define ourselves as “boutique” because we specialize in disciplines that enhance and put the human being at the centre and our services are aimed at its evolution.

During trainings, we focus on the development of Soft Skills and leading personalities in their sector; in coaching we focus on the cognitive enhancement and development of our clients’ Neuro Emotional skills to allow them to make a great leap in quality in their personal and professional lives; in business facilitation, on the other hand, we use methodologies such as LEGO® SERIOUS PLAY® that allow you to actively involve participants and make strategy and planning starting from the company’s resources and background.

In 2019 we held a LEGO® SERIOUS PLAY® workshop at the ISG Economy & Business University in Lisbon, Portugal. 16 Directors of 16 schools belonging to the Ensinus Group, which administers the ISG itself, participated. The workshop was enlightening, and the participants expressed their experience with the LEGO® SERIOUS PLAY® (you can read more about it)

With the Jetpharma company of Balerna, and others in the Canton of Ticino, we use LEGO® SERIOUS PLAY® in learning and confrontation processes on role and corporate values. By including LEGO® and LEGO® SERIOUS PLAY® in our facilitation and corporate training courses, we are able to enhance communication and sharing between participants, achieving greater cohesion and team building.

If you wish to learn more with us, contact us and request our company brochure or a non-binding meeting and we will present our services .

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The benefits of corporate welfare

The corporate welfare plan is a tool that aims to concretely support the daily life of employees and therefore should be tailor-made according to their needs and characteristics. A good welfare plan should in fact allow you to support your collaborators with advantages and benefits that can be spent in many forms and in different situations.

Thanks to the integration of income in other forms, corporate welfare allows you to obtain tax benefits related to the deductibility of costs incurred for the implementation of the plan. Therefore, there are advantages for both parties: the resource will have concrete support and incentives that can be spent in his private or professional sphere, while the company will be able to contain costs and retain collaborators in a diversified way, inevitably increasing the reputation.

What you need to know to build a personalized welfare plan

Corporate welfare is the set of incentives that the employer offers to its employees. It represents the set of goods and services selected by the company to meet the daily needs of employees and their families.

The first action to take is to develop a welfare plan based on the specificities of your collaborators. You could carry out a survey to probe their needs, their shortcomings and their desires; this would allow you to build an ad hoc welfare plan for your company. There are no rigid and pre-established plans, but a welfare plan must be thought out, built and customized with care. Many companies, for example, choose to create a welfare plan for homogeneous categories of employees (of equal level of authority or job) or plans for different categories of employees. In both cases, you will have to decide whether to give your resources the opportunity to choose to receive either incentives or prizes in pay checks or the equivalent in welfare goods and services. Your choice will depend on the type of approach you wish to implement in your company.

Welfare “on top” or based on reward: this is the welfare solution applied to homogeneous categories of workers. It provides the offer of goods and services to collaborators made unilaterally by the company and without the involvement of any employee representatives. This type of welfare plan can only be used in goods and services without any possibility of monetizing the value of the incentive. This welfare plan is also called reward welfare because it can be correlated with company objectives.

Contract welfare: It usually concerns the simpler solutions made mandatory by contracts and sector categories, these also include Flexible Benefits.

How to create the welfare plan: difference between Fringe Benefits and Flexible Benefits

To plan your welfare plan, it is important to distinguish the two categories of benefits that can be paid: Fringe Benefitsand Flexible Benefits. These, in fact, enjoy different tax treatments.

Fringe Benefits: these are payments in kind paid by companies to their collaborators and are considered as an additional part of remuneration compared to the ordinary one. These are elements that, if enshrined in a contract, are provided to the employee through goods or services and not in the form of cash. Some examples of Fringe Benefitsare the mobile phone, laptop, home, meal vouchers and a private car.

Flexible Benefits: they are considered complementary to the ordinary salary and are totally exempt from the payment of contributions and taxes. Their main objective is to improve the worker’s private life, by facilitating or relieving them of certain burdens. A few examples? Concessions for health or family assistance such as nursery schools, insurance, subscriptions to sports centres. Flexible Benefits have positive implications on motivation, on the company climate and on the sense of belonging to the company, indirectly influencing performance and productivity.

What categories of services and goods to choose to build your corporate welfare plan?

After having done a careful analysis of your target audience, and therefore the needs of your employees, you can indulge yourself in the choice of services and their suppliers. Here are some examples:

Economic incentives: these are for example shopping vouchers or meal vouchers, payments of premiums into pension funds, the possibility of obtaining loans at a subsidized rate …

Incentives related to education: reimbursement of expenses incurred for the payment of fees or school materials for children, after-school services, summer or sports centres, scholarships; as well as the training and specialization of the collaborator, training courses outside the company. …

Incentives for family management: baby-sitting services; company nursery, assistance services for sick or dependent family members, parental leave for new parents….

Incentives for sport: the company gym or agreements with gyms outside the company, group courses, outdoor sports …

Health incentives: medical visits and check-ups offered by the company, access to the company doctor, benefits on health care and care services, …

Mobility incentives: concessions in transport services, subscriptions to public transport, smart working, company car, …

How to better manage the supply of welfare goods and services

Nowadays, online corporate welfare platforms are the tools that connect employees to the supply of goods and services offered by the company’s partner suppliers. The welfare platforms allow employees to easily access the offers of partner companies and to satisfy their real current needs. Some companies also give employees the opportunity to propose new services that can be integrated into the platform offer to meet additional needs.

Each employee has their own access to the welfare platform in a personalized way and with their own secret credentials, in this way they will be able to manage and organize how to enjoy their incentives, based on their current needs.

How to create a welfare plan if my company is in Ticino?

If your company is in the Canton of Ticino, you can register it on the welfare platform created by the Association of Industries of the Canton of Ticino: AITI4WELFARE. This platform allows you to access your private company area and to create your personalized welfare proposal for your employees, who in turn will have personalized access to view the offers available on the digital welfare platform.

At Quantasia we can accompany you in analysing the needs of your collaborators and in formulating your offer on the AITI4WELFARE platform. Quantasia SA, in addition to being a partner of AITI4WELFARE and accompanying companies in the Canton of Ticino in the development of well-being in the company, also offers targeted training services on the development of life skills, leadership and stress management, as well as personalized coaching courses for executives, managers and middle management.

If you have not taken the first steps yet to implement a corporate welfare plan, contact me and I will be happy to accompany you in this project!