August 7, 2025 • 32 mins
Ever wondered how much your boss affects your mental health? According to research shared by Rebecca Reed, founder and CEO of Siendo, your manager has roughly the same impact on your well-being as your romantic partner—and potentially more influence than your therapist!
Rebecca's extraordinary journey from corporate banking to mental health advocacy began when she witnessed rampant burnout in the financial world. Taking an unusual approach to learning more, she worked weekends on mental health wards while maintaining her banking career during the week. The stark contrast between supporting someone attempting suicide on Sunday and returning to workplace arguments about mail merges on Monday crystallized her mission to create psychologically safer workplaces.
At the heart of workplace well-being is psychological safety—the environment we create where people feel secure enough to speak honestly, challenge ideas, and seek help when needed. Our nervous systems constantly scan environments for threats, and in workplaces where deadlines and performance pressures dominate, many employees register their surroundings as "unsafe." The result? Silence disguised as agreement, suffering behind closed doors, and untapped potential.
Rebecca shares practical strategies managers can implement to nurture psychological safety, emphasizing that true listening—holding space for someone's pain without rushing to fix it—is a rare and valuable skill. Her Mental Health First Aid training equips people to support others through crises while building everyday communication skills that strengthen relationships.
The conversation takes a touching turn when Rebecca discusses her newest initiative, MentalFlex, designed for parents' mental fitness. Throughout her journey as a mum, having experienced postnatal depression and years of navigating the stress experienced around having a son who experienced frequent bouts of illness while growing up, she recognized the need for better mental health support for parents. Not only do parents need the support directly themselves, but it's also vital for their children. Research shows that children mirror their parents' nervous systems, and so even when we think we're hiding our anxiety, children absorb these emotions without having language to process them. By regulating ourselves first, we provide healthier emotional blueprints for our children.
Whether you're leading a team, supporting colleagues, or raising the next generation, Rebecca's insights will transform how you think about mental wellness and its ripple effects through communities. Listen now to discover how small changes in how we communicate can create psychologically safer environments where everyone thrives.
This podcast is a proud member of the Mayday Media Network. If you have an idea for a podcast and need some production assistance or have a podcast and are looking for a supportive network to join, check out maydaymedianetwork.com.
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Transcript
Episode Transcript
Available transcripts are automatically generated. Complete accuracy is not guaranteed.
Speaker 1 (00:00):
Hello everyone and welcome to the Kindness Matters
podcast.
I'm your host, mike Rathbun.
On this podcast, we promotepositivity, empathy and
compassion, because we believethat kindness is alive and well,
and there are people andorganizations that you may not
(00:21):
have heard of in the world,making their communities a
better place for everyone, andwe want you to hear their
stories.
On this podcast, we talk aboutmatters of kindness because
kindness matters.
Hey, welcome up to the showeverybody.
I am your host, mike Rathbun.
Thank you, thank you.
(00:41):
Thank you so much for choosingto take 30 minutes of your time
to listen to my little podcasttoday.
I very, very much appreciate it.
And thank you so much for beinghere because and and you are
the lucky ones, you that choseto join us today because I have
(01:04):
an amazing guest for you today.
Her name is Rebecca Reed andshe is the founder and CEO of
Ciendo.
I like saying that Ciendo.
Speaker 2 (01:16):
Yeah.
Speaker 1 (01:17):
Spanish.
We'll get into that in a minute, and what Ciendo is is a
workplace well-being company.
Rebecca, in her role, supportsleaders and organizations that
prioritize people, and thank youso much for being on today,
rebecca.
I really appreciate it.
Speaker 2 (01:40):
Yeah, so good to be here, Mike.
I love everything your podcaststands for.
I really do.
Speaker 1 (01:45):
Oh, bless your heart, and I'm not saying that in an
American Southern kind of way.
That was sincere.
You haven't always been anentrepreneur.
Did you start off in thehealthcare field?
Speaker 2 (02:02):
No, I started off in the banking field very first
like entry into the world.
I did like a business manager,like a Bachelor of Science in
business management.
I worked in accounting, Iworked in finance, I worked in
corporate banking and I wasprobably on track to be like a
business consultant and on myway just got lost thankfully did
(02:27):
um and I kind of got into thisworld through a bit of lived
experience but managing teamsthrough mental health and then
got into health care throughthat and started working on
wards very poor note-takingheart um correct but no, I mean
because where you are now, thatis direct or direct result of
(02:51):
your experience in the businessworld, right?
yeah, exactly, and also thehealthcare side that you're
talking about, because so I I Ihad a bit of lived experience
around mental, poor mentalhealth myself and I started on
this journey of like just goingthrough recovery and trying to
understand why I was doing thethings I was doing and how I
could like just repair my ownmental health, and so I got, I
(03:13):
got a bit hooked into it.
Then I went through a lot oftherapy and coaching and all the
kind of lovely self-help stuffthen and when then, if you go
forward a few years into thebanking world, I was managing
groups like various teams andhonestly, the amount of stress
and burnout and toxic behaviorsthat were seen in the banking
world all this stuff that'scoming up, that was kind of what
(03:35):
kind of moved me quite strongly, I suppose, in this area,
because I started coachingbasically a lot of managers
trained as coaches.
I started coaching basically alot of managers trained as
coaches and I trained during mytime there as a stress and
burnout coach to try and help alot of people around me with it
and started coaching my team,started coaching people in
different teams and, honestly,the amount of times that stuff
(03:57):
would come up and I'd be like,oh okay, I don't know how to
deal with this and I felt so outof my depth from a mental
health health point of view.
I just thought I need to knowmore.
And then I went into thehealthcare side because I
started thinking, right, wherecan I find out more?
Like, how can I get more ofthis experience?
And my bright idea was whydon't I work on the weekends on
(04:18):
mental health wards?
And so I'd be moonlightingSaturday and Sunday on the
mental health ward and workingin the bank Monday to Friday.
And it was this kind ofexperience of being on the wards
on the Sunday where I'd besupporting someone trying to
take their own life, and thengoing back to work on Monday and
they were arguing about malemergers.
And I always talk about thatclash because I was like these
(04:39):
two different worlds, it doesn'tmake sense.
And I really got passionateabout it from there to see like
what can we do earlier on toreally get like kind of that
early intervention, preventionside of things that could get
people early doors so they don'tend up in the place?
Speaker 1 (04:54):
I saw them in the wards right for sure, and I mean
the last few years has really,it's just blossom, blossom
sounds like a good thing.
It's just blossom, blossom,sounds like a good thing.
It's exploded right Um the themental health in the workplace.
I I don't even and I meanthankfully, I'm an entrepreneur
(05:19):
and I have been since 2006 and Ido not miss the corporate world
at all, but there are people,there are a lot of people in
that space, and I can see itfrom because, as an entrepreneur
, I had employees.
I did not know how to supportmy employees I mean, aside from
(05:43):
paying a wage and, you know,trying to be a decent human
being about they're working withme.
I did not know how, how to dothat, but that's where you step
in, isn't it?
Speaker 2 (05:56):
yeah, so like it's like everything I trained in was
to basically give people a tool, because that's such a common
experience like where you know,managers are given like people
to manage to whole big teams,like ranging in sizes, and
they're not given any trainingaround.
Oh, what if one of my teammembers has anxiety?
Like what do we do?
Like what if you know?
(06:17):
What if one of my team membersare having a panic attack?
What if, you know, one of myteam members wants to get signed
off because they're really lowor they're experiencing they get
diagnosed depression or evenjust how to be a good human and
how to have these conversations.
if one of our team members wantsto get signed off because
they're really low or they'reexperiencing they get diagnosed
with depression or even just howto be a good human and how to
have these conversations?
Because all these conversationscome up about mental health and
we need to fear it.
It's something to be ashamed of.
It's something we should talkabout, and so that's where I
(06:38):
kind of step in and try and givepeople confidence to, but also
the tools they need to havethese conversations with ease.
Speaker 1 (06:46):
Yeah, because it can be really hard.
I mean, we had an employee whowe were fairly certain was in a
domestic violence situation athome, but you don't want to ask
about that, right, although it'sreally needed you should, but
you're like, well, that that'sprivate and I don't want to ask
(07:07):
about that.
Um, so do you and and you, youpractice something, you, you.
We talked off off camera, um,before um, and I don't know if
this is the right time to dropthis in here, but about creating
psychologically safe, engagedand resilient workplaces, can
(07:31):
you talk to me about thatprocess?
Speaker 2 (07:34):
Yeah, I love this theory and it's a really good
time to bring it in, actually,because you can give managers,
you can give people all thetools and techniques they need
in the world to hold theseconversations.
But if people don't feel safe,they're not going to put their
hands up and say they'restruggling, they're not going to
come forward and go and startthose conversations with their
(07:54):
manager because they don't feelpsychologically safe to and so,
psychologically psychologicalsafety if you haven't, if your
listeners haven't heard of it,it's basically um, it's this
like kind of um construct thatpeople have been developing
research around a lot over thelast few decades, of
understanding that basically ournervous system is constantly
scanning our environment all thetime for our safety.
(08:16):
So we're scanning ourenvironment going.
Are we safe with this person?
Are we safe in this environment?
Do I feel okay right now?
And if the answer is no, thenit responds in your kind of your
stress response.
Whatever that is now what we'redoing when we're in the
workplace is we're scanning ourworkplace and being like do I
feel safer around these people?
Am I okay?
And often that safety isn't, um, one of the things that we
(08:39):
nurture within the workplacebecause we're like got deadlines
, got to get things done.
People live on edge and so allthat safety is eroded.
And so then, you know, thenwe're telling people to talk
about their mental health, we'retelling people to reach out and
use their you know, employeeworkplace programs around
counselling.
But if their system has alreadyscanned and gone, you're not
safe to do that.
(08:59):
And then what they'll do isthey won't ask for help, they
won't challenge, they won'treach out for support because
their system has told them notto.
Speaker 1 (09:06):
Right.
So when I'm looking around myworkplace I have to dig back for
years on this.
But the various people that Iwork with as a manager, how can
I facilitate making my employeesfeel safe in the workplace?
(09:32):
I mean, am I supposed to belooking for interpersonal
conflicts between employees, orhow does that work?
Speaker 2 (09:44):
Yeah, such a good question.
I think, as a manager, you'rein a really powerful position to
impact your employees' days, toimpact their experience in the
workplace and, like they say,don't't they like?
Often people don't leave thejob, they leave the manager, and
there's even research to showthat your manager has the same
amount of impact on your mentalhealth as your partner and even
(10:07):
more of an impact on your mentalhealth than your therapist
really it's wild, I'll find theresearch.
You can put this in the shownotes, um, because it's it's
such a powerful insight of beingunderstand, like what a massive
role managers play and why theyneed to know this stuff, and so
, you know, as a manager, havinga kind of understanding, like
you said, for interpersonalconflict, is that there, you
(10:30):
know?
Is it something that needs tobe managed?
Often we fear it and we're like, oh, I don't want to get
involved because we don't havethe tools.
But actually, is there trainingthat you can get you know, is
that whether hr can support youor something that to to work
with that, because you do wantto create that safety like
little things, like um,challenging, for example.
So challenging is one of thethings that we want to make sure
(10:52):
we encourage our team to do,because challenging can feel
really personal, right.
So if we, if we put an ideaforward as a manager, you know,
and we sometimes our teams, ifthey don't feel safe, they will
sit there quietly, and oftenthat silence is not a healthy
thing and it's not necessarilythey're always in agreement with
us.
(11:12):
It's the fact that sometimesthey don't feel safe enough to
challenge our opinion or ourdecisions and so our ability to
be able to say to our teams look, if you ever want to add in
your own ideas, if you everthink that maybe the idea I've
suggested isn't going to workreally well, or you want to add
in or just challenge me at anypoint, challenge me, this is how
we think well, we think betterwhen we think together on this
(11:35):
and you create that safety sothey can put their hands up
absolutely, yeah, I and I'vebeen in those meetings and I
have been that person who's like, I know, my manager.
Speaker 1 (11:46):
He does not want to hear an opposite view from me,
right, or from him, um, and andyeah, it's so important and you
do need that communication.
Any organization does, andyou've done, you've done some
work with some pretty powerfulorganization Nike, oxford
(12:06):
University, motorola, you've Imean what's that?
I've been around In all thebest ways, though, yeah, I mean
you know what you're talkingabout, you know your stuff, and
(12:27):
I was just so when you, you arealso you're, you're certified as
a mental health first aidinstructor and a suicide first
aid instructor.
What goes into that?
I mean, I'm guessing that wasfrom your time at the ward on
the weekends Is that?
Speaker 2 (12:48):
Interestingly, no, really no, yeah, so like I
trained a lot of folk in there.
So we have our national healthsystem here and I've trained a
lot of folk in there.
So we have our national healthsystem here and I've trained a
lot of folk in in mental healthas well, and it's not something
that is commonly trained toevery member of staff within the
national health service, whichI think is wild.
But I got trained in thisseparately because it was
(13:10):
something that basically thatMHFA England it.
It originated in Australia andMHFA basically was designed by
these Australian researchers andnurse practitioner who realized
that there wasn't enoughliteracy in mental health within
an area and it was based inCanberra.
And they started doing thisresearch and they realized how
(13:31):
people just didn't know how totalk about mental health.
They didn't know how to supportthemselves.
They didn't know how to supportthemselves.
They didn't know how to supporttheir friends, their family,
everyone else, and so theydesigned this program.
This is back in like 2001.
They designed this program thatwent right.
You know, if someone was havinga panic attack, what would you
do?
No-transcript general educationin life?
(14:06):
But they realized there wasthis gap, so they started
building this program.
Then that kind of fed out andyou know, a few countries took
it on and eventually a UK to goon, and America do have their
own as well and they, um, theykind of roll it out.
It's getting bigger, like in inthe UK at the moment we've got
1 million mental healthpost-aiders.
But if you, but if you thinkhow many people in the UK are
(14:28):
still like you know they'restill like, I think it's like
one in I don't know, one in 35people or something like that.
So it's still a low amount.
But it just gives you the tools.
If you are faced with anycrisis situations, you know what
to do.
But also if you just want tohave a really comforting
conversation where someonedoesn't minimize your feelings,
(14:48):
where someone actually listensto you and really lessons, it
gives you the tools just to havegeneral conversations as a
human.
Speaker 1 (14:55):
Yeah, for sure I well .
I mean, I'm in America.
So healthcare everything Ilearned about the national
health service I learned fromwatching um.
Call the midwife there you go,love that show.
(15:16):
Her call the midwife, oh really, there you go, love that show.
Speaker 2 (15:22):
Anyway, what's that I said?
Speaker 1 (15:25):
all you need to know.
Then, and because it started, Ithink the events of the series
started, I want to say, shortlyafter the war, so before NHS was
even born, right, and then itfollows.
Yeah, it's good Anyhow.
(15:52):
So I just, yeah, I think morepeople should be trained on how
to, because I I mean, we've allseen those people who I don't
know if I would recognize ananxiety attack.
My son has had them before andhe actually had to say, dad, I'm
having an anxiety attack.
You know, I'm like, oh my god,what do I do right?
And it could, it could beuseful both in the workplace and
(16:16):
in your personal life.
That information about how totalk to somebody who's actively
going through something likethat.
Um, yeah, such Go ahead.
Speaker 2 (16:31):
A lot of times people , a lot of times people worry,
like the biggest worry that Isee is that people will think if
I don't want to say the wrongthing, yes, and so because I
don't want to say the wrongthing, I won't say anything at
all.
And blocks people so much andoften this course.
But the problem is, if I go backa step, when we don't say
anything because we worry aboutmaking it worse and we don't say
(16:53):
anything, people fill in thegaps so they will.
And if someone's not reachingout and not not asking them,
their manager's not asking themhow they are, their friends not
reaching out because they'reworried and they don't want to
make it worse, the person on thereceiving end thinks, well, no
one cares, no one wants to evenknow, like, nobody cares about
it and they want to talk often,but they don't know how to start
the conversation.
And so, overcoming thoseroadblocks and being like, do
(17:17):
you know what, if you aresomebody who's able to move
forward and start theconversation, sit with the
discomfort of the conversation,hold that space for pain for
them without trying to like, puta plaster on it without trying
to fix it, without trying tomake everything better.
Without trying to paint asilver lining around it, just
sit with it and you are one inthe few rather than one in the
many.
Like it's such a skill.
Speaker 1 (17:38):
Yeah, I am such a typical guy, you know.
Know, if somebody says they'rehaving a problem or they have
this issue or that issue and I'mlike I have to fix it right,
I'm a guy, that's my job.
I fix it, and that's sometimesI don't know which is worse,
being silent or trying to fix itright I.
(18:01):
But yeah, and we talk aboutthat a lot on the Kindness
podcast about sometimes thekindest thing you can do is just
to listen when somebody has anissue and you don't have to fix
it right, just listen.
Speaker 2 (18:24):
Yeah, 100%, 100%.
Like often, we can count on ourhands the number of people in
our lives that really sit down,really listen to us and actually
really care what we're saying.
Yeah, like often people arelistening to respond because
they want to tell you a storythat's related to them.
Or while you're talking,they're thinking about their
response, like response, like inthe moment they go what am I
(18:45):
going to say to this?
Or they're like even like evenmy mental health crusaders.
When I train them, I tell them,like you know, often when
someone's talking to you, you'regoing to be in your head
thinking, right, what do I donext?
Do I what part of this kind of?
Because there's a wholeframework he used as a first.
So they'll be thinking likewhat's next in the framework,
and I always go to people just,just.
It's like mindfulness ping pong.
(19:05):
Your brain's going to go offand you have to bring yourself
back and it'll go off again.
It'll think about somethingelse and you bring yourself back
and just be present with thatperson.
And if you are really reallywith them, they will feel it,
because it's such a rareexperience that someone's really
really listening to you and notconcerned about whether they
say anything or not, and justholding that space.
They will feel it and then youwill just know what to say next,
(19:29):
because you're truly presentand you're truly listening yeah,
for sure.
Speaker 1 (19:34):
Um, and yeah, I, that's the best advice I think
anybody can give us.
So now I just wanted to talkabout so you have, there's a lot
on your website and we willhave a link in the show notes
but all of the courses, theinitiatives, what is Mental Flex
(19:59):
?
Speaker 2 (19:59):
Oh yeah, it's a good day to celebrate this.
So my what is mental flex?
Oh, yes, it's a good day tocelebrate this.
So my mental flex was basicallymy baby, that I've kind of come
out of my experience of being aparent and so I had quite a
like many parents had, like abit of a wild ride and I
(20:21):
basically started, like, afterhaving my little boy, I went
through a little period ofpostnatal depression as well and
but also he was really poorlyfor a year and a half and I just
realized, as I was goingthrough this and this was me as
a mental health professional who, who knew this stuff I realized
how little help there wasaround like the mental fitness
and the mental health forparents and like how, like my
(20:44):
experience of training peoplebefore having children yeah this
is my experience trainingpeople after having children.
It's two different worlds it isbecause I talk about, like you
know, mental health and the waywe look after self-care and the
way we support ourselvespre-baby, like you had all the
time in the world to look afteryourself yeah and then having
having a kid, I was like, ohright, okay, so you just lock
(21:07):
yourself in the bathroom for anytime that you can get, like,
okay, I get it.
Um, and you just I just had abroader understanding and I
started basically shaping all ofmy kind of mental fitness
strategies into the world ofbeing a parent.
Like what did that look like asa parent?
Like, how can you regulateyourself?
Because when I, when I look atlike the mental health, like
(21:27):
like all the the stats, all thefigures, all the experiences,
the mental health of our youngpeople is getting getting worse
and what you find is that oftenthere's so much focus on young
people and how to support theirmental health, but actually we
don't go upstream and we need toremember that our children are
(21:48):
mirroring our nervous systems.
Our children are mirroring ouremotional responses to the world
, right and so when we show upin a room and we're feeling
anxious, even if we've got aface on, and we're like
everything's okay, yeah, theyfeel us like there's basically
our nervous systems.
Just like our nervous systemsscan the workplace and
(22:08):
everywhere else.
The children's nervous systemsare constantly scanning and
there's something calledneuroception where we basically
pick up the emotions and thefeelings and the kind of the
nervous system imprints of thosearound us and we absorb it.
So, like our children areinternalizing our emotions but
they haven't got the language toexplain what they're feeling.
(22:28):
So if they're feeling theirmom's or their dad's anxiety,
but their the parents aren'ttalking about it, the parents
aren't regulating and thechildren don't know why they
feel the way they do, they justdo.
And so it's like there's so muchpower that can come from
regulating yourself as a parent,working into like how can I
look after my own mental fitnessand parenting yourself first,
(22:49):
and then that will fold out toyour children and that's why
I've got like my little course.
Like my journal is officiallylive that's what I said today's
really powerful.
My journal officially went liveand it's available in America,
but it went live on Amazon.
Today I woke up to an emailsaying your journal's live and I
(23:12):
was so excited it's such amassive piece of work.
so I was like mum, dad, I'm anauthor, but yeah, so it's live
and it's just me trying to makelike I've basically created my
um course, but into a journal aswell, to try and make it super
accessible.
So, like and like, more peoplecan do it.
Because I think there's selfishreasons as well, because I know
(23:36):
like I'm doing everything I canto regulate myself to give Joel
the best my little boy, to givehim the best start, to give him
the best emotional blueprint,to give him the best my little
boy, to give him the best start,to give him the best emotional
blueprint, to give him the bestkind of moving forward.
But I like his life will bebetter and easier and stronger
if the children around him arealso experiencing that.
So it's going to help him, it'sgoing to help me, it's going to
help all the parents, hopefully, and I think it'll have a
(23:57):
massive knock on in generationsif we can start with ourselves
ourselves.
Speaker 1 (24:00):
That is so cool and I mean, you know, we all do
things throughout our life wherewe're pretty proud of what we
accomplished, you know, and and,honestly, if you're a parent
and you raise an even relativelyhealthy and stable kid, kudos,
(24:24):
but I mean, this will have animpact, a positive impact, on so
many parents.
We will also have a link tothat, the Amazon link, I think.
Speaker 2 (24:41):
Or will it be available on your website?
I haven't put it on there yet,mike.
What?
That's a very good idea.
You can click through mentalflex.
You can click through and undermental flex on the website, and
, but that's only when you buythe general with the course.
But I actually that's a verygood idea, mike, I'm gonna put
it, we will.
Speaker 1 (24:55):
I will put a link just to the Amazon site for your
book, your journal, and we'llget that in there.
And yeah, now, now do you workwith?
Okay, well, I guess we alreadyestablished you work with
international companies, becauseNike is all over and, and, and
(25:19):
what was it?
A Motorola.
Speaker 2 (25:22):
Bopped around everywhere.
Speaker 1 (25:24):
So if I'm an American CEO and I say I don't think my
employees are doing too well, myemployees need some support.
I don't know how to do it.
They can come to you.
Speaker 2 (25:38):
Always yeah.
Speaker 1 (25:38):
Always Please do, yeah, please, please, god damn
it.
Please, please Call Deadman.
That's awesome, rebecca, youare so.
Oh, wait a minute, I want totalk.
Tell me the story about theorigination, origination,
(26:02):
origins of Siendo.
Speaker 2 (26:05):
Oh yeah, that's a nice story.
Speaker 1 (26:09):
I love this story.
Speaker 2 (26:12):
Well, basically it started because I spent years
and years I was doing obviouslylike a side hustle alongside my
work, so I was like building.
I spent years building Siendoto the point that I could take
off and took off two weeksbefore the pandemic um but um,
which is fun um but um.
Yeah, I spent years and yearstrying to build this and I went
through this whole period oflike I registered domains and
(26:35):
then different ideas, I like got, even got like my logo created
with a different name andnothing I was creating.
I felt, oh, I like that.
I remember having thisconversation after like I mean
like years of battling with thisname.
And then I had thisconversation with my sister and
I was just like I just don'tknow, I don't know what to call
my company, like it's don't know, and she was just saying like
(26:57):
if you look at companies likeinternationally, they often just
have one word and so likeamazon, ebay, you know, in uk we
have tesco's, we have boots, wehave like you know, like a lot
of, like walmart, like all ofthese have one word and pick one
word that just roll off yourtongue.
And she was like and then pick,pretend to pick up the phone
(27:18):
and introduce yourself from thatcompany.
That's a good idea okay play itout, and so I was like I was
trying to learn Spanish at thetime and I am, I am, I haven't
got there, I haven't got veryfar.
Um, but I started learningSpanish and I was looking for
words in Spanish that werelinked to mental health, to
mindfulness, everything, and Ifound being is siendo in spanish
(27:42):
of being, oh.
And so I was like hello, it'srebecca from siendo.
And I was like nailed it,that's the word, yeah yeah, that
and yeah it's.
Speaker 1 (27:54):
I have changed the logo for this podcast.
Yeah, 20 times, maybe it.
It's stupid.
I'm like I'll go along for ayear and I'll go.
Nope, that's not it.
But yeah, finding that rightthing.
Congratulations,congratulations, enciendo,
(28:16):
congratulations on all of thegreat things that you're doing.
I wish you so much success andthank you for being on the show
thank you for doing this podcast, mike.
Speaker 2 (28:28):
I think like you need to really, really know what
like a massive impact that has.
Like you, you often think thathumans should like.
Kindness comes, of course, likeof course, why wouldn't you be
kind?
But actually it takes a lot.
It does take effort to be kindbecause you know it shouldn't do
, but it does because we aredealing with so much stuff every
day and kindness can often dropaway, especially when we're in
(28:50):
a fear response.
And so having reminders frompeople like you, who are taking
this time out of their life forsome reason to make people feel
kinder, to bring more happinessinto the world, I really, really
want you to acknowledge howpowerful that is, because we
need more mics in this world.
We need more of you.
Speaker 1 (29:08):
And that's why I do this to let the world know that
there are Rebecca Reads out inthe world making a positive
difference.
So awesome.
Thank you so much.
We will talk again soon.
Take care and have a great week.
Speaker 2 (29:24):
Bye everybody.
Speaker 1 (29:30):
I want to thank you for taking this time to listen
to this episode with my guest,rebecca Reed.
I hope you're able to takesomething positive from this
episode, from the time that youspent with us today.
I hope you're inspired,motivated, maybe even moved.
If you felt any of thoseemotions, those positive
(29:54):
emotions, please make sure totell your friends and family and
co-workers and people in thegrocery store, whatever the case
may be, that you have found anuplifting and positive podcast.
And you know what I'm alwaystrying to give you a better
(30:16):
podcast, right, but I need yourhelp.
I need some engagement from youfolks.
But I need your help.
I need some engagement from youfolks.
So if you appreciated anythingI've said in this episode or
anything you heard in thisepisode, reach out, drop a note,
drop a comment, either on oursocials or on the podcast site.
(30:38):
Wherever you happen to listento us, it would mean the world
to us to have that engagementfrom you, appreciate it, and you
can also feel free to follow usand like and subscribe on all
of our social media pagesFacebook, youtube, instagram,
(30:58):
linkedin, tiktok, whatever itmight be.
Linkedin, tiktok, whatever itmight be.
This podcast is part of theMayday Media Network.
Maybe you have an idea for apodcast and need some production
assistance, or you already havea podcast and you're looking
for a supportive network to join.
Check out maydaymedianetworkcomand check out the many
(31:23):
different podcasts.
They have Shows likeAfrocentric Spoil, my Movie
Generation Mixtape In a PickleRadio Show, wake Up and Dream
with D'Anthony Palin, stacks ofPacks and the Time Pals.
We'll be back again next weekwith a brand new episode and we
(31:45):
would be honored if you wouldjoin us.
You've been listening to theKindness Matters podcast.
I'm your host, mike Rathbun.
Have a fantastic week.
Hello everyone and welcome to the Kindness Matters
podcast.
I'm your host, mike Rathbun.
On this podcast, we promotepositivity, empathy and
compassion, because we believethat kindness is alive and well,
and there are people andorganizations that you may not
(00:21):
have heard of in the world,making their communities a
better place for everyone, andwe want you to hear their
stories.
On this podcast, we talk aboutmatters of kindness because
kindness matters.
Hey, welcome up to the showeverybody.
I am your host, mike Rathbun.
Thank you, thank you.
(00:41):
Thank you so much for choosingto take 30 minutes of your time
to listen to my little podcasttoday.
I very, very much appreciate it.
And thank you so much for beinghere because and and you are
the lucky ones, you that choseto join us today because I have
(01:04):
an amazing guest for you today.
Her name is Rebecca Reed andshe is the founder and CEO of
Ciendo.
I like saying that Ciendo.
Speaker 2 (01:16):
Yeah.
Speaker 1 (01:17):
Spanish.
We'll get into that in a minute, and what Ciendo is is a
workplace well-being company.
Rebecca, in her role, supportsleaders and organizations that
prioritize people, and thank youso much for being on today,
rebecca.
I really appreciate it.
Speaker 2 (01:40):
Yeah, so good to be here, Mike.
I love everything your podcaststands for.
I really do.
Speaker 1 (01:45):
Oh, bless your heart, and I'm not saying that in an
American Southern kind of way.
That was sincere.
You haven't always been anentrepreneur.
Did you start off in thehealthcare field?
Speaker 2 (02:02):
No, I started off in the banking field very first
like entry into the world.
I did like a business manager,like a Bachelor of Science in
business management.
I worked in accounting, Iworked in finance, I worked in
corporate banking and I wasprobably on track to be like a
business consultant and on myway just got lost thankfully did
(02:27):
um and I kind of got into thisworld through a bit of lived
experience but managing teamsthrough mental health and then
got into health care throughthat and started working on
wards very poor note-takingheart um correct but no, I mean
because where you are now, thatis direct or direct result of
(02:51):
your experience in the businessworld, right?
yeah, exactly, and also thehealthcare side that you're
talking about, because so I I Ihad a bit of lived experience
around mental, poor mentalhealth myself and I started on
this journey of like just goingthrough recovery and trying to
understand why I was doing thethings I was doing and how I
could like just repair my ownmental health, and so I got, I
(03:13):
got a bit hooked into it.
Then I went through a lot oftherapy and coaching and all the
kind of lovely self-help stuffthen and when then, if you go
forward a few years into thebanking world, I was managing
groups like various teams andhonestly, the amount of stress
and burnout and toxic behaviorsthat were seen in the banking
world all this stuff that'scoming up, that was kind of what
(03:35):
kind of moved me quite strongly, I suppose, in this area,
because I started coachingbasically a lot of managers
trained as coaches.
I started coaching basically alot of managers trained as
coaches and I trained during mytime there as a stress and
burnout coach to try and help alot of people around me with it
and started coaching my team,started coaching people in
different teams and, honestly,the amount of times that stuff
(03:57):
would come up and I'd be like,oh okay, I don't know how to
deal with this and I felt so outof my depth from a mental
health health point of view.
I just thought I need to knowmore.
And then I went into thehealthcare side because I
started thinking, right, wherecan I find out more?
Like, how can I get more ofthis experience?
And my bright idea was whydon't I work on the weekends on
(04:18):
mental health wards?
And so I'd be moonlightingSaturday and Sunday on the
mental health ward and workingin the bank Monday to Friday.
And it was this kind ofexperience of being on the wards
on the Sunday where I'd besupporting someone trying to
take their own life, and thengoing back to work on Monday and
they were arguing about malemergers.
And I always talk about thatclash because I was like these
(04:39):
two different worlds, it doesn'tmake sense.
And I really got passionateabout it from there to see like
what can we do earlier on toreally get like kind of that
early intervention, preventionside of things that could get
people early doors so they don'tend up in the place?
Speaker 1 (04:54):
I saw them in the wards right for sure, and I mean
the last few years has really,it's just blossom, blossom
sounds like a good thing.
It's just blossom, blossom,sounds like a good thing.
It's exploded right Um the themental health in the workplace.
I I don't even and I meanthankfully, I'm an entrepreneur
(05:19):
and I have been since 2006 and Ido not miss the corporate world
at all, but there are people,there are a lot of people in
that space, and I can see itfrom because, as an entrepreneur
, I had employees.
I did not know how to supportmy employees I mean, aside from
(05:43):
paying a wage and, you know,trying to be a decent human
being about they're working withme.
I did not know how, how to dothat, but that's where you step
in, isn't it?
Speaker 2 (05:56):
yeah, so like it's like everything I trained in was
to basically give people a tool, because that's such a common
experience like where you know,managers are given like people
to manage to whole big teams,like ranging in sizes, and
they're not given any trainingaround.
Oh, what if one of my teammembers has anxiety?
Like what do we do?
Like what if you know?
(06:17):
What if one of my team membersare having a panic attack?
What if, you know, one of myteam members wants to get signed
off because they're really lowor they're experiencing they get
diagnosed depression or evenjust how to be a good human and
how to have these conversations.
if one of our team members wantsto get signed off because
they're really low or they'reexperiencing they get diagnosed
with depression or even just howto be a good human and how to
have these conversations?
Because all these conversationscome up about mental health and
we need to fear it.
It's something to be ashamed of.
It's something we should talkabout, and so that's where I
(06:38):
kind of step in and try and givepeople confidence to, but also
the tools they need to havethese conversations with ease.
Speaker 1 (06:46):
Yeah, because it can be really hard.
I mean, we had an employee whowe were fairly certain was in a
domestic violence situation athome, but you don't want to ask
about that, right, although it'sreally needed you should, but
you're like, well, that that'sprivate and I don't want to ask
(07:07):
about that.
Um, so do you and and you, youpractice something, you, you.
We talked off off camera, um,before um, and I don't know if
this is the right time to dropthis in here, but about creating
psychologically safe, engagedand resilient workplaces, can
(07:31):
you talk to me about thatprocess?
Speaker 2 (07:34):
Yeah, I love this theory and it's a really good
time to bring it in, actually,because you can give managers,
you can give people all thetools and techniques they need
in the world to hold theseconversations.
But if people don't feel safe,they're not going to put their
hands up and say they'restruggling, they're not going to
come forward and go and startthose conversations with their
(07:54):
manager because they don't feelpsychologically safe to and so,
psychologically psychologicalsafety if you haven't, if your
listeners haven't heard of it,it's basically um, it's this
like kind of um construct thatpeople have been developing
research around a lot over thelast few decades, of
understanding that basically ournervous system is constantly
scanning our environment all thetime for our safety.
(08:16):
So we're scanning ourenvironment going.
Are we safe with this person?
Are we safe in this environment?
Do I feel okay right now?
And if the answer is no, thenit responds in your kind of your
stress response.
Whatever that is now what we'redoing when we're in the
workplace is we're scanning ourworkplace and being like do I
feel safer around these people?
Am I okay?
And often that safety isn't, um, one of the things that we
(08:39):
nurture within the workplacebecause we're like got deadlines
, got to get things done.
People live on edge and so allthat safety is eroded.
And so then, you know, thenwe're telling people to talk
about their mental health, we'retelling people to reach out and
use their you know, employeeworkplace programs around
counselling.
But if their system has alreadyscanned and gone, you're not
safe to do that.
(08:59):
And then what they'll do isthey won't ask for help, they
won't challenge, they won'treach out for support because
their system has told them notto.
Speaker 1 (09:06):
Right.
So when I'm looking around myworkplace I have to dig back for
years on this.
But the various people that Iwork with as a manager, how can
I facilitate making my employeesfeel safe in the workplace?
(09:32):
I mean, am I supposed to belooking for interpersonal
conflicts between employees, orhow does that work?
Speaker 2 (09:44):
Yeah, such a good question.
I think, as a manager, you'rein a really powerful position to
impact your employees' days, toimpact their experience in the
workplace and, like they say,don't't they like?
Often people don't leave thejob, they leave the manager, and
there's even research to showthat your manager has the same
amount of impact on your mentalhealth as your partner and even
(10:07):
more of an impact on your mentalhealth than your therapist
really it's wild, I'll find theresearch.
You can put this in the shownotes, um, because it's it's
such a powerful insight of beingunderstand, like what a massive
role managers play and why theyneed to know this stuff, and so
, you know, as a manager, havinga kind of understanding, like
you said, for interpersonalconflict, is that there, you
(10:30):
know?
Is it something that needs tobe managed?
Often we fear it and we're like, oh, I don't want to get
involved because we don't havethe tools.
But actually, is there trainingthat you can get you know, is
that whether hr can support youor something that to to work
with that, because you do wantto create that safety like
little things, like um,challenging, for example.
So challenging is one of thethings that we want to make sure
(10:52):
we encourage our team to do,because challenging can feel
really personal, right.
So if we, if we put an ideaforward as a manager, you know,
and we sometimes our teams, ifthey don't feel safe, they will
sit there quietly, and oftenthat silence is not a healthy
thing and it's not necessarilythey're always in agreement with
us.
(11:12):
It's the fact that sometimesthey don't feel safe enough to
challenge our opinion or ourdecisions and so our ability to
be able to say to our teams look, if you ever want to add in
your own ideas, if you everthink that maybe the idea I've
suggested isn't going to workreally well, or you want to add
in or just challenge me at anypoint, challenge me, this is how
we think well, we think betterwhen we think together on this
(11:35):
and you create that safety sothey can put their hands up
absolutely, yeah, I and I'vebeen in those meetings and I
have been that person who's like, I know, my manager.
Speaker 1 (11:46):
He does not want to hear an opposite view from me,
right, or from him, um, and andyeah, it's so important and you
do need that communication.
Any organization does, andyou've done, you've done some
work with some pretty powerfulorganization Nike, oxford
(12:06):
University, motorola, you've Imean what's that?
I've been around In all thebest ways, though, yeah, I mean
you know what you're talkingabout, you know your stuff, and
(12:27):
I was just so when you, you arealso you're, you're certified as
a mental health first aidinstructor and a suicide first
aid instructor.
What goes into that?
I mean, I'm guessing that wasfrom your time at the ward on
the weekends Is that?
Speaker 2 (12:48):
Interestingly, no, really no, yeah, so like I
trained a lot of folk in there.
So we have our national healthsystem here and I've trained a
lot of folk in there.
So we have our national healthsystem here and I've trained a
lot of folk in in mental healthas well, and it's not something
that is commonly trained toevery member of staff within the
national health service, whichI think is wild.
But I got trained in thisseparately because it was
(13:10):
something that basically thatMHFA England it.
It originated in Australia andMHFA basically was designed by
these Australian researchers andnurse practitioner who realized
that there wasn't enoughliteracy in mental health within
an area and it was based inCanberra.
And they started doing thisresearch and they realized how
(13:31):
people just didn't know how totalk about mental health.
They didn't know how to supportthemselves.
They didn't know how to supportthemselves.
They didn't know how to supporttheir friends, their family,
everyone else, and so theydesigned this program.
This is back in like 2001.
They designed this program thatwent right.
You know, if someone was havinga panic attack, what would you
do?
No-transcript general educationin life?
(14:06):
But they realized there wasthis gap, so they started
building this program.
Then that kind of fed out andyou know, a few countries took
it on and eventually a UK to goon, and America do have their
own as well and they, um, theykind of roll it out.
It's getting bigger, like in inthe UK at the moment we've got
1 million mental healthpost-aiders.
But if you, but if you thinkhow many people in the UK are
(14:28):
still like you know they'restill like, I think it's like
one in I don't know, one in 35people or something like that.
So it's still a low amount.
But it just gives you the tools.
If you are faced with anycrisis situations, you know what
to do.
But also if you just want tohave a really comforting
conversation where someonedoesn't minimize your feelings,
(14:48):
where someone actually listensto you and really lessons, it
gives you the tools just to havegeneral conversations as a
human.
Speaker 1 (14:55):
Yeah, for sure I well .
I mean, I'm in America.
So healthcare everything Ilearned about the national
health service I learned fromwatching um.
Call the midwife there you go,love that show.
(15:16):
Her call the midwife, oh really, there you go, love that show.
Speaker 2 (15:22):
Anyway, what's that I said?
Speaker 1 (15:25):
all you need to know.
Then, and because it started, Ithink the events of the series
started, I want to say, shortlyafter the war, so before NHS was
even born, right, and then itfollows.
Yeah, it's good Anyhow.
(15:52):
So I just, yeah, I think morepeople should be trained on how
to, because I I mean, we've allseen those people who I don't
know if I would recognize ananxiety attack.
My son has had them before andhe actually had to say, dad, I'm
having an anxiety attack.
You know, I'm like, oh my god,what do I do right?
And it could, it could beuseful both in the workplace and
(16:16):
in your personal life.
That information about how totalk to somebody who's actively
going through something likethat.
Um, yeah, such Go ahead.
Speaker 2 (16:31):
A lot of times people , a lot of times people worry,
like the biggest worry that Isee is that people will think if
I don't want to say the wrongthing, yes, and so because I
don't want to say the wrongthing, I won't say anything at
all.
And blocks people so much andoften this course.
But the problem is, if I go backa step, when we don't say
anything because we worry aboutmaking it worse and we don't say
(16:53):
anything, people fill in thegaps so they will.
And if someone's not reachingout and not not asking them,
their manager's not asking themhow they are, their friends not
reaching out because they'reworried and they don't want to
make it worse, the person on thereceiving end thinks, well, no
one cares, no one wants to evenknow, like, nobody cares about
it and they want to talk often,but they don't know how to start
the conversation.
And so, overcoming thoseroadblocks and being like, do
(17:17):
you know what, if you aresomebody who's able to move
forward and start theconversation, sit with the
discomfort of the conversation,hold that space for pain for
them without trying to like, puta plaster on it without trying
to fix it, without trying tomake everything better.
Without trying to paint asilver lining around it, just
sit with it and you are one inthe few rather than one in the
many.
Like it's such a skill.
Speaker 1 (17:38):
Yeah, I am such a typical guy, you know.
Know, if somebody says they'rehaving a problem or they have
this issue or that issue and I'mlike I have to fix it right,
I'm a guy, that's my job.
I fix it, and that's sometimesI don't know which is worse,
being silent or trying to fix itright I.
(18:01):
But yeah, and we talk aboutthat a lot on the Kindness
podcast about sometimes thekindest thing you can do is just
to listen when somebody has anissue and you don't have to fix
it right, just listen.
Speaker 2 (18:24):
Yeah, 100%, 100%.
Like often, we can count on ourhands the number of people in
our lives that really sit down,really listen to us and actually
really care what we're saying.
Yeah, like often people arelistening to respond because
they want to tell you a storythat's related to them.
Or while you're talking,they're thinking about their
response, like response, like inthe moment they go what am I
(18:45):
going to say to this?
Or they're like even like evenmy mental health crusaders.
When I train them, I tell them,like you know, often when
someone's talking to you, you'regoing to be in your head
thinking, right, what do I donext?
Do I what part of this kind of?
Because there's a wholeframework he used as a first.
So they'll be thinking likewhat's next in the framework,
and I always go to people just,just.
It's like mindfulness ping pong.
(19:05):
Your brain's going to go offand you have to bring yourself
back and it'll go off again.
It'll think about somethingelse and you bring yourself back
and just be present with thatperson.
And if you are really reallywith them, they will feel it,
because it's such a rareexperience that someone's really
really listening to you and notconcerned about whether they
say anything or not, and justholding that space.
They will feel it and then youwill just know what to say next,
(19:29):
because you're truly presentand you're truly listening yeah,
for sure.
Speaker 1 (19:34):
Um, and yeah, I, that's the best advice I think
anybody can give us.
So now I just wanted to talkabout so you have, there's a lot
on your website and we willhave a link in the show notes
but all of the courses, theinitiatives, what is Mental Flex
(19:59):
?
Speaker 2 (19:59):
Oh yeah, it's a good day to celebrate this.
So my what is mental flex?
Oh, yes, it's a good day tocelebrate this.
So my mental flex was basicallymy baby, that I've kind of come
out of my experience of being aparent and so I had quite a
like many parents had, like abit of a wild ride and I
(20:21):
basically started, like, afterhaving my little boy, I went
through a little period ofpostnatal depression as well and
but also he was really poorlyfor a year and a half and I just
realized, as I was goingthrough this and this was me as
a mental health professional who, who knew this stuff I realized
how little help there wasaround like the mental fitness
and the mental health forparents and like how, like my
(20:44):
experience of training peoplebefore having children yeah this
is my experience trainingpeople after having children.
It's two different worlds it isbecause I talk about, like you
know, mental health and the waywe look after self-care and the
way we support ourselvespre-baby, like you had all the
time in the world to look afteryourself yeah and then having
having a kid, I was like, ohright, okay, so you just lock
(21:07):
yourself in the bathroom for anytime that you can get, like,
okay, I get it.
Um, and you just I just had abroader understanding and I
started basically shaping all ofmy kind of mental fitness
strategies into the world ofbeing a parent.
Like what did that look like asa parent?
Like, how can you regulateyourself?
Because when I, when I look atlike the mental health, like
(21:27):
like all the the stats, all thefigures, all the experiences,
the mental health of our youngpeople is getting getting worse
and what you find is that oftenthere's so much focus on young
people and how to support theirmental health, but actually we
don't go upstream and we need toremember that our children are
(21:48):
mirroring our nervous systems.
Our children are mirroring ouremotional responses to the world
, right and so when we show upin a room and we're feeling
anxious, even if we've got aface on, and we're like
everything's okay, yeah, theyfeel us like there's basically
our nervous systems.
Just like our nervous systemsscan the workplace and
(22:08):
everywhere else.
The children's nervous systemsare constantly scanning and
there's something calledneuroception where we basically
pick up the emotions and thefeelings and the kind of the
nervous system imprints of thosearound us and we absorb it.
So, like our children areinternalizing our emotions but
they haven't got the language toexplain what they're feeling.
(22:28):
So if they're feeling theirmom's or their dad's anxiety,
but their the parents aren'ttalking about it, the parents
aren't regulating and thechildren don't know why they
feel the way they do, they justdo.
And so it's like there's so muchpower that can come from
regulating yourself as a parent,working into like how can I
look after my own mental fitnessand parenting yourself first,
(22:49):
and then that will fold out toyour children and that's why
I've got like my little course.
Like my journal is officiallylive that's what I said today's
really powerful.
My journal officially went liveand it's available in America,
but it went live on Amazon.
Today I woke up to an emailsaying your journal's live and I
(23:12):
was so excited it's such amassive piece of work.
so I was like mum, dad, I'm anauthor, but yeah, so it's live
and it's just me trying to makelike I've basically created my
um course, but into a journal aswell, to try and make it super
accessible.
So, like and like, more peoplecan do it.
Because I think there's selfishreasons as well, because I know
(23:36):
like I'm doing everything I canto regulate myself to give Joel
the best my little boy, to givehim the best start, to give him
the best emotional blueprint,to give him the best my little
boy, to give him the best start,to give him the best emotional
blueprint, to give him the bestkind of moving forward.
But I like his life will bebetter and easier and stronger
if the children around him arealso experiencing that.
So it's going to help him, it'sgoing to help me, it's going to
help all the parents, hopefully, and I think it'll have a
(23:57):
massive knock on in generationsif we can start with ourselves
ourselves.
Speaker 1 (24:00):
That is so cool and I mean, you know, we all do
things throughout our life wherewe're pretty proud of what we
accomplished, you know, and and,honestly, if you're a parent
and you raise an even relativelyhealthy and stable kid, kudos,
(24:24):
but I mean, this will have animpact, a positive impact, on so
many parents.
We will also have a link tothat, the Amazon link, I think.
Speaker 2 (24:41):
Or will it be available on your website?
I haven't put it on there yet,mike.
What?
That's a very good idea.
You can click through mentalflex.
You can click through and undermental flex on the website, and
, but that's only when you buythe general with the course.
But I actually that's a verygood idea, mike, I'm gonna put
it, we will.
Speaker 1 (24:55):
I will put a link just to the Amazon site for your
book, your journal, and we'llget that in there.
And yeah, now, now do you workwith?
Okay, well, I guess we alreadyestablished you work with
international companies, becauseNike is all over and, and, and
(25:19):
what was it?
A Motorola.
Speaker 2 (25:22):
Bopped around everywhere.
Speaker 1 (25:24):
So if I'm an American CEO and I say I don't think my
employees are doing too well, myemployees need some support.
I don't know how to do it.
They can come to you.
Speaker 2 (25:38):
Always yeah.
Speaker 1 (25:38):
Always Please do, yeah, please, please, god damn
it.
Please, please Call Deadman.
That's awesome, rebecca, youare so.
Oh, wait a minute, I want totalk.
Tell me the story about theorigination, origination,
(26:02):
origins of Siendo.
Speaker 2 (26:05):
Oh yeah, that's a nice story.
Speaker 1 (26:09):
I love this story.
Speaker 2 (26:12):
Well, basically it started because I spent years
and years I was doing obviouslylike a side hustle alongside my
work, so I was like building.
I spent years building Siendoto the point that I could take
off and took off two weeksbefore the pandemic um but um,
which is fun um but um.
Yeah, I spent years and yearstrying to build this and I went
through this whole period oflike I registered domains and
(26:35):
then different ideas, I like got, even got like my logo created
with a different name andnothing I was creating.
I felt, oh, I like that.
I remember having thisconversation after like I mean
like years of battling with thisname.
And then I had thisconversation with my sister and
I was just like I just don'tknow, I don't know what to call
my company, like it's don't know, and she was just saying like
(26:57):
if you look at companies likeinternationally, they often just
have one word and so likeamazon, ebay, you know, in uk we
have tesco's, we have boots, wehave like you know, like a lot
of, like walmart, like all ofthese have one word and pick one
word that just roll off yourtongue.
And she was like and then pick,pretend to pick up the phone
(27:18):
and introduce yourself from thatcompany.
That's a good idea okay play itout, and so I was like I was
trying to learn Spanish at thetime and I am, I am, I haven't
got there, I haven't got veryfar.
Um, but I started learningSpanish and I was looking for
words in Spanish that werelinked to mental health, to
mindfulness, everything, and Ifound being is siendo in spanish
(27:42):
of being, oh.
And so I was like hello, it'srebecca from siendo.
And I was like nailed it,that's the word, yeah yeah, that
and yeah it's.
Speaker 1 (27:54):
I have changed the logo for this podcast.
Yeah, 20 times, maybe it.
It's stupid.
I'm like I'll go along for ayear and I'll go.
Nope, that's not it.
But yeah, finding that rightthing.
Congratulations,congratulations, enciendo,
(28:16):
congratulations on all of thegreat things that you're doing.
I wish you so much success andthank you for being on the show
thank you for doing this podcast, mike.
Speaker 2 (28:28):
I think like you need to really, really know what
like a massive impact that has.
Like you, you often think thathumans should like.
Kindness comes, of course, likeof course, why wouldn't you be
kind?
But actually it takes a lot.
It does take effort to be kindbecause you know it shouldn't do
, but it does because we aredealing with so much stuff every
day and kindness can often dropaway, especially when we're in
(28:50):
a fear response.
And so having reminders frompeople like you, who are taking
this time out of their life forsome reason to make people feel
kinder, to bring more happinessinto the world, I really, really
want you to acknowledge howpowerful that is, because we
need more mics in this world.
We need more of you.
Speaker 1 (29:08):
And that's why I do this to let the world know that
there are Rebecca Reads out inthe world making a positive
difference.
So awesome.
Thank you so much.
We will talk again soon.
Take care and have a great week.
Speaker 2 (29:24):
Bye everybody.
Speaker 1 (29:30):
I want to thank you for taking this time to listen
to this episode with my guest,rebecca Reed.
I hope you're able to takesomething positive from this
episode, from the time that youspent with us today.
I hope you're inspired,motivated, maybe even moved.
If you felt any of thoseemotions, those positive
(29:54):
emotions, please make sure totell your friends and family and
co-workers and people in thegrocery store, whatever the case
may be, that you have found anuplifting and positive podcast.
And you know what I'm alwaystrying to give you a better
(30:16):
podcast, right, but I need yourhelp.
I need some engagement from youfolks.
But I need your help.
I need some engagement from youfolks.
So if you appreciated anythingI've said in this episode or
anything you heard in thisepisode, reach out, drop a note,
drop a comment, either on oursocials or on the podcast site.
(30:38):
Wherever you happen to listento us, it would mean the world
to us to have that engagementfrom you, appreciate it, and you
can also feel free to follow usand like and subscribe on all
of our social media pagesFacebook, youtube, instagram,
(30:58):
linkedin, tiktok, whatever itmight be.
Linkedin, tiktok, whatever itmight be.
This podcast is part of theMayday Media Network.
Maybe you have an idea for apodcast and need some production
assistance, or you already havea podcast and you're looking
for a supportive network to join.
Check out maydaymedianetworkcomand check out the many
(31:23):
different podcasts.
They have Shows likeAfrocentric Spoil, my Movie
Generation Mixtape In a PickleRadio Show, wake Up and Dream
with D'Anthony Palin, stacks ofPacks and the Time Pals.
We'll be back again next weekwith a brand new episode and we
(31:45):
would be honored if you wouldjoin us.
You've been listening to theKindness Matters podcast.
I'm your host, mike Rathbun.
Have a fantastic week.
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