Oh, not another post about mindfulness in the workplace!
I understand that. Mindfulness is often sold as a quick-fix way to reduce stress and productivity, but it rarely delivers life-changing benefits.
Why not? Because workplace mindfulness isolates us. Relying on apps, unused “meditation rooms,” or solo techniques that employees have to discover on their own (or feel guilty about slacking off on) misses the important truth that humans thrive in connection. I am.
Adopt a mindfulness practice that focuses on relationships. Practices like group sharing and mindful conversations can help bridge the gap. Connecting with intention not only supports the collective willpower to practice mindfulness, but also fosters trust, collaboration, and the kind of work culture we all want to be a part of. I will. Sure, stepping away from task-oriented meetings may feel awkward at first, but stepping out of this comfort zone can lead to truly meaningful connections and meaningful workplace mindfulness. Masu.
Mindfulness is not an individual practice
For years, mindfulness didn’t work for me. The app felt unstimulating, too much screen time was part of the problem, and it was too easy to skip meditation at home. (I don’t think I’m the only one.) It wasn’t until I started practicing mindfulness with others and experienced relational mindfulness that everything changed. The group experience, the encouragement of others to really listen, and the realization that even my struggles with mindfulness were shared, turned it from an obligation into something truly meaningful. It changed to
In my 15 years of working with and implementing mindfulness in the workplace, two patterns stand out. It is treated primarily as a personal stress relief tool and rarely has any lasting effects. This reminds me of what Daniel Goleman described as the “billion dollar mistake” of emotional intelligence. It’s a great concept, but it’s not very integrated into day-to-day work. The same thing is happening with mindfulness. Optional weekly sessions and tip-and-trick webinars don’t reflect the messy realities of workplace relationships and stress.
In today’s hybrid workplace, where loneliness is pervasive and connection is increasingly hard to come by, coming together with intention is more important than ever. Consider this example. A few years ago, I was hired to lead an optional morning mindfulness session at a retreat for a major media company, but no one showed up. Organizers blamed the open bar the night before, but deeper problems were clear. Mindfulness took a backseat and was completely disconnected from the purpose of the retreat. A relational, integrative approach could have supported the retreat’s goal of fostering genuine connections and trust among a distributed workforce, rather than competing with hangovers and extra sleep.
Why Relational Mindfulness Works
Relational mindfulness counters the isolation and fragmentation of the modern workplace. Deborah Eden Tull emphasizes that mindfulness is not just an internal process. We grow through connections with others. This is why nearly all professional meditation retreats combine personal practice with interpersonal interaction. Together, we create richer, more meaningful experiences that help you stick with mindfulness. Here’s why:
It’s more sustainable. When you share responsibility, habits become established. Team mindfulness, such as a workout group or book club, supplements individual “willpower” and provides regular reminders and encouragement to be mindful even amidst deadlines and crises. Application becomes easy. Relational mindfulness is much more effective for tense meetings and difficult conversations than practicing mindfulness alone. It builds culture. Over time, simple interpersonal practices like mindful check-ins during team meetings, regular thank yous, and context-setting before feedback conversations can be built into the rhythm of work and become culture. Masu.
At Mindful Fed, a cross-government mindfulness group I helped start, our 30-minute sessions focus on connection. You only need 10 minutes to meditate. The rest is dedicated to sharing, listening deeply, and creating space to see and hear. Its effects are not limited to stress relief. These sessions build community, make mindfulness feel vibrant and meaningful, and keep participants coming back. After the election, attendance doubled. This is a testament to how much people value space to connect, think, and find support during uncertain times.
Bringing relational mindfulness into your life
Let’s be honest: Bringing mindfulness into your workplace can feel awkward. Many people shy away from rigid icebreakers, mistakenly perceiving mindfulness as forced, performative, or even religious, even though it has solid scientific backing. No leader wants to be beaten. Managers may worry about making employees uncomfortable or feel unfit to lead, especially if they feel their own mindfulness practices are slack. This discomfort often means that mindfulness remains on the surface and is seen as an optional activity rather than a core part of the workplace culture.
Mindfulness essentials
This is the truth. If you really want to foster connections in the workplace, you need to overcome your hesitation. Culture is not built in a vacuum or by simply checking off an agenda item. It’s built on relationships. The key is to weave mindfulness into the rhythms of daily work, creating regular opportunities for connection and support amidst the busyness of the workplace. These practices don’t have to be elaborate, and leaders don’t have to be perfect. Let me tell you, even (perhaps especially) trained facilitators need a good amount of mindfulness practice. And that’s just “practice”. Small, consistent, intentional actions are far more effective than bringing in a mentor once a quarter. Here are some ideas:
For individuals: Mindfulness requires restructuring. It’s not just about managing stress, it’s about how you behave towards others. When you address your own needs, you develop the ability to respond with empathy instead of frustration and curiosity instead of defensiveness. Your colleagues expect you to take a walk or take a few deep breaths before having a difficult conversation so that you can have a constructive and thoughtful conversation. For teams: A mindful team is more than just one individual quietly using an app. It’s about common practices that bring people together. Incorporating mindfulness into your team’s routine creates a reminder to pause in your busyness and rituals. So starting meetings with a mindful check-in, inviting team members to post ice-breaking questions, and setting intentions before big events will strengthen relationships and collaboration. . If you feel unqualified to lead these efforts, I applaud your humility, but you don’t have to be an expert. Intention is most important. Recently, I hosted a session and used this collaborative document to gather mindfulness strategies from non-experts. Try these out and add your own strategies. For leaders: Leaders set the tone when practicing “noisy self-care.” That means openly prioritizing your health and showing that mindfulness is not just a personal tool, but an important leadership skill. Indeed, incorporating mindful pauses and relational exercises into town halls and off-sites can feel awkward. Cue a nervous laugh. But by embracing that discomfort and making these practices central to key gatherings, leaders demonstrate what their organizations truly value: authentic engagement and authentic connection. And the next time you bring in a mindfulness facilitator, ask them to go beyond just leading a meditation and share practical strategies your team can use to stay mindful together. please. For teams ready for deeper practice, we highly recommend approaches such as nonviolent communication, insight dialogue, and authentic relationships.
Aiming for a more humane workplace
The goal of mindfulness at work is not to make us all world-class meditators. It is about creating a more humane workplace. Treating mindfulness as a solitary struggle, separate from the relationships and culture that define our work lives simply doesn’t work. Relational mindfulness moves beyond the guilt of “not being mindful enough” and creates a culture of supporting each other to be our best selves, even when things are chaotic. Masu. When mindfulness is incorporated into everyday life rather than a one-off session, it can transform workplace culture. Sure, it may feel awkward at first, but joy and true connection are usually waiting on the other side, and before you know it, these habits start to last.
My first attempts to transition from mindfulness apps to connecting mindfully with others felt awkward. I was thinking, “Why would they share such silly details…oh, would I do that too?” But it wasn’t just mindfulness that kept me coming back. It was the relationships and connections that are possible when we listen from the heart and speak from the heart. Surrendering yourself to the initial discomfort builds genuine connection. In a world where we often feel alone, our workplaces and approaches to mindfulness need to unite us rather than drive us further apart.
