The cultivation of mindfulness can be found in many contemplative traditions, and the most comprehensive approach is found in Buddhist teachings. 

However in the context of the workplace, mindfulness practice is a form of mental training that is entirely secular and does not require commitment to a spiritual tradition.

There are different types of meditation that do different things, much like there are different exercise machines in a gym that develop different muscles. 

The guided ‘practices’ that form part of a mindfulness course are essentially exercises that focus on "an anchor" like the breath, movement or sounds. They help to strengthen our ability to pay attention and cultivate an open, curious and caring attitude in relation to our experience.  We then apply these skills to daily life.

Mindfulness practice is not about stopping thoughts or zoning out. It's a form of mental training that builds awareness of our thought patterns.  

With sustained and disciplined practice we can develop our ability to notice what draws our attention away from a task or activity. 

By recognising distraction and coming back to the desired object of our awareness, we both strengthen our ability to stay focussed and learn about the nature of the thoughts that distract us. 

By improving our self-awareness and ability to manage ourselves, we nurture our wellbeing.  Relaxation may be a welcome by-product, but it should not be considered the aim. 

In fact, mindfulness practice requires us to "lean into" our experience as it is, even if that’s uncomfortable or unpleasant. 

By holding any difficulty with care and curiosity, we give ourselves the opportunity to learn from it and develop more skilful ways of responding.  

It is a common misperception (probably evoked by images of people sitting cross-legged in the lotus position with their eyes closed) that mindfulness is about entering into a relaxed state by simply breathing more slowly and deeply. 

Yes, there are types of controlled breathing designed to sooth an agitated nervous system.  But, in mindfulness practice, we often use the breath as an anchor to notice when our mind has wandered, and then gently bring it back to the breath. 

We can attend to other parts of the body in the same way, as well as other senses such as vision or hearing.  

There is extensive evidence that shows mindfulness training is effective, particularly for anxiety and depression. 

However, research outside the clinical context is still building.  Infrequent or shorter practices, or the use of apps may only reduce short-term stress. They may not deliver many of the benefits or transformation possible from in depth training or sustained practice. 

For some people, mindfulness may not be appropriate at the time, like those who have suffered a recent bereavement, divorce or trauma. Onboarding should always include an assessment and practices delivered in a trauma informed way so that the participant always remains in control.

Workplace mindfulness courses are sometime criticised for not changing the poor practices of toxic leaders or organisational cultures.  

Research shows that implementing mindfulness, along with coaching, makes a difference to leadership behaviours, helping managers to act with greater emotional intelligence, compassion and social responsibility.

In developing our moment to moment awareness we are ‘waking up’ to our experience; noticing our reactions and using that awareness to develop wiser ways of responding.

One of the central concerns as mindfulness moves into the workplace is that training programmes are being implemented in order to "squeeze more out of already stressed workers".

 It would be naive to ignore the fact that employers want to run successful businesses, but evidence shows that it is not an either/or situation.

Complementing good business practice and combining that with effective wellbeing programs that support good health is ethically sound and makes good business sense.