Cognitive Behavioral Coaching for Stress Management at Home

Stress follows you home, creeping into your daily life. It shows up when work deadlines pile up, bills arrive, or kids argue over chores. You might try deep breathing, jogging, or talking it out, but the relief never lasts. Why?

The problem isn’t the stress itself. It’s the way your brain reacts to it. Negative thoughts have a way of spiraling, feeding emotions like panic or anger, which then fuel unhelpful actions—yelling, avoiding problems, or lying awake at night—that only get you in deeper. 

Cognitive behavioral coaching helps you break out of it before you sink. 

What Is Cognitive Behavioral Coaching (CBC)?

CBC is a method to break the cycle of stress. Instead of focusing on managing symptoms, it targets the root cause: your thought patterns.Think of it as a mental toolkit. You learn to spot unhelpful thoughts, test if they’re true, and replace them with calmer, clearer ones. Over time, this reshapes how you handle pressure.

How CBC Works

Step 1: Track Your Stress Triggers

The first step is noticing when and why stress flares up. For three days, jot down moments when you feel overwhelmed. Include:

• The situation (e.g., a kid screaming during a work call)

• Your immediate thought (“I can’t handle this—everything’s falling apart”)

• Your reaction (snapping at your child, shutting down)

Say you see dirty dishes piled up. Your brain jumps to, “My partner doesn’t care about me.” CBC asks: Is that true? Did they text earlier to say they’re swamped? Have they helped in other ways?

Step 2: Challenge “Worst-Case Scenario” Thoughts

These mental traps twist reality, making problems feel bigger than they are. Some common examples include:

• Catastrophizing: “I can’t miss this deadline or my boss will fire me on the spot!”

• Personalizing: “My friend canceled plans—they must hate me.”

• All-or-nothing thinking: “If I can’t run 10km today, it won’t make a difference. I’ll just stay home and watch TV. ”

They amplify stress and make it harder to think clearly. To break this cycle, ask yourself three simple questions:

1. What facts support this thought?

2. What facts contradict it?

3. What would I tell someone else in a similar situation?

Imagine you missed out on a real estate investment win that seemed obvious in hindsight. Your first thought might be, “I’ll never find an opportunity like that again.” But when you challenge it, you realize:

• You’ve missed opportunities before and still found success.

• The market always has new possibilities.

• If a friend were in your shoes, you’d remind them that one missed chance doesn’t define their future.

Step 3: Turn Worries into Actionable Steps

Vague worries like financial stress often feel like a sword above our heads. Making them more specific removes that sense of dread that keeps up from living our lives. Instead of worrying vaguely about money, you might do these instead:

• Reviewing your budget every Sunday at 10 a.m.

• Calling the bank by Friday to discuss loan options.

• Cooking three affordable meals this week instead of ordering takeout.

Focus on what you can control now. That’s how you regain the agency you need to expand the scope of what you can control in the future, avoiding burnout. 

Common Misconceptions About CBC

“I need a professional coach!”

While working with a coach can provide valuable guidance, it’s not a requirement. Many CBC tools are designed for self-administration. Apps or books teach the basics of CBC in a straightforward, accessible way.

“I don’t have time for this!”

It’s easy to assume CBC requires hours of journaling or deep introspection. But the truth is, it doesn’t. You can integrate CBC into your daily routine without adding extra tasks. For example, track stress triggers while making coffee or challenge negative thoughts during a shower.

“This won’t fix my actual problems!”

CBC won’t magically solve external challenges. It won’t make your toddler sleep through the night or lower your rent. But it will change how you react to these challenges. For instance, instead of thinking, “I’m failing as a parent,” CBC helps you reframe: “This phase is tough, but normal. I’ll ask my partner to tag-team bedtime.”

Getting Started Today

1. Grab a notebook or phone note. Track three stress moments daily.

2. Pick one recurring negative thought. Challenge it using the three questions.

3. Choose one tiny action to address a stressor.

Things will get tough. Just stick with it. 

Don’t ever forget that CBC isn’t magic. It’s a habit. At first, questioning thoughts feels awkward. But with practice, it gets easier. Studies show it lowers stress hormones and helps people solve problems faster. Small wins matter: staying calm during a meltdown or tackling one task instead of freezing.

Wrapping Up

CBC gives you control. You can’t erase life’s chaos, but you can change how it affects you. For anyone tired of quick fixes that fizzle out, this approach offers something better: lasting skills to handle stress head-on. Start small, stay consistent, and watch how your mindset—and your stress levels—begin to shift.

Communicating cultural change – traditional thoughts – are they enough any more…?

A healthy culture is crucial for any organisation but, in the current business environment where change is inevitable, there is often a need to implement major change. Change though can be highly emotive and drive fear, resistance and irrational behaviour, leading to reduced quality of work, missed targets and loss of production. But is it the change itself, or how the change is communicated and managed that drives these issues? 

Cultural change often involves deep-rooted values, practices and beliefs so, to drive effective change, a nuanced approach to the internal communications strategy is needed. Here are some practical, traditional steps to communicate cultural change in a meaningful way:- you can assess for yourself whether they will work…?

1. Define and Contextualise

People often resist change if they don’t understand its rationale so showing how it links to evolving workplace expectations helps employees understand why the change is needed. Additionally, showing how the change fits into the bigger picture can make it feel more natural and help people see it as an ongoing evolution, not an abrupt change.

2. Acknowledge Diverse Perspectives and Experiences

Before communicating a change, gathering feedback and understanding the concerns of those affected is crucial. It’s also helpful to acknowledge that cultural change can be uncomfortable or challenging so validating these feelings can reduce resistance and foster openness. Highlighting stories or experiences from community members can also illustrate the importance of the change and show that it is backed by a range of perspectives.

3. Use Clear, Inclusive Language

Avoiding jargon or technical language, especially if the shift impacts daily life or complex topics is important. Narratives help illustrate cultural change on a personal level, making abstract ideas feel real and relatable. Additionally, using language sensitive to various demographics or identities shows respect and attentiveness to inclusivity, often an aspect of cultural change.

4. Provide Tangible Examples

Showing commitment through action can reinforce messages about change. Using examples of similar organisations, communities, or societies that have undergone similar change can be inspiring and affirming whilst symbols such as updated logos, events, or diverse representation can make cultural change feel concrete and integrated into everyday life.

5. Create Ongoing Opportunities for Feedback and Dialogue

Setting regular intervals to revisit the topic, asking for feedback, and adjusting strategies helps maintain engagement and shows that change is an evolving process. Create safe spaces for people to discuss concerns, ask questions or express support so people see their feedback leading to real adjustments and feel valued and more open to embracing change.

6. Use Diverse Communication Channels

People consume information in various ways so use a combination of emails, social media, in-person meetings and printed materials to ensure broader reach. Different segments of an audience may have unique concerns or interests so tailor messages for different groups to meet their specific needs.

7. Celebrate Milestones and Acknowledge Progress

Sharing stories of positive impact and marking milestones or anniversaries helps reinforce any change as part of the culture. Involving people in celebrations and acknowledgments fosters a sense of ownership and collective accomplishment, reducing potential pushback and enhancing buy-in.

Effectively communicating cultural change is about making the abstract more tangible, involving people in the process, and creating a lasting sense of connection with the new direction. It’s about respecting people’s starting points and guiding them towards a shared vision. The key is to approach change with clarity, empathy, and a clear understanding of the audience so there is a smooth transition to a successful and positive workplace culture.

However, it could be that it’s time to ‘do’ change differently – more discontinuous and capable of building capacity and freshness. We have solutions…do you?

You can contact us to find out how we can help you improve through our development or coaching programmes via messaging me on here, emailing me at russell@qedod.com or looking on our site at qedod.com

Are We in a Pre-War State? A Call to Rethink the World We Live In

In the grand sweep of history, there are moments when the world finds itself teetering on the edge of dramatic, unforeseen transformations. We may be living in such a moment right now—a pre-war state where the underlying tensions, economic disruptions, and geopolitical shifts suggest that a major conflict is no longer a distant possibility but an approaching reality. If this is the case, then we must change the way we think about the world, our future, and the decisions we make today.

The Signs of a Pre-War World

Throughout history, major wars have often been preceded by specific patterns: economic instability, rising nationalism, deteriorating diplomatic relations, arms races, and regional conflicts that act as precursors to a larger global struggle. Today, we see echoes of these warning signs across multiple regions.

• Economic Turbulence: Inflation, supply chain disruptions, and currency devaluations have created financial instability in many nations. Historically, economic crises have often been the catalysts for war, as struggling nations seek external conflicts to distract from internal turmoil.

• Rising Authoritarianism and Nationalism: Across the world, strongman leaders are gaining influence, often relying on nationalist rhetoric to solidify their power. Such leaders historically have led their nations into conflicts as a means of maintaining control and rallying public support.

• Deteriorating International Relations: The post-Cold War global order, once defined by cooperation and economic interdependence, is fracturing. Countries are forming rival blocs, alliances are being tested, and diplomatic failures are becoming more frequent.

• Military Buildup and Proxy Wars: Global military spending is reaching record highs. Tensions are rising in flashpoints such as Eastern Europe, the South China Sea, and the Middle East. Proxy wars, cyber warfare, and unconventional tactics are being deployed with increasing regularity.

• Technological and Ideological Struggles: The world is now engaged in battles over artificial intelligence, energy resources, and economic dominance. These conflicts are not just about land or borders but about control over the future of global civilization.

Thinking Differently in a Pre-War Era

If we acknowledge the possibility that we are in a pre-war state, then our approach to economics, politics, and even daily life must shift accordingly. Here are some key ways we need to rethink the world:

1. Strategic Self-Sufficiency: Nations, businesses, and individuals must reconsider dependence on global supply chains that could be disrupted in a conflict. Energy, food security, and technological resilience should be prioritized.

2. Diplomatic Urgency: Governments and global institutions must work more aggressively to prevent small conflicts from escalating. The time for half-measures is over—serious diplomatic efforts must be made to defuse tensions before they explode.

3. Public Awareness and Preparedness: Citizens must be informed about the risks of war, not in a way that induces panic but in a manner that encourages pragmatic preparedness. Understanding history and recognizing patterns can help individuals and societies make better decisions.

4. Reinvention of Defence Strategies: In a world where cyber warfare, economic disruption, and AI-driven conflicts are just as important as conventional military power, governments must rethink how they prepare for security threats.

5. Moral and Ethical Considerations: If war is on the horizon, then we must ask difficult questions about what kind of world we want to preserve and protect. Are we willing to let power struggles dictate the future, or will we find ways to resist the cycles of destruction?

The Path Forward

While history may suggest that war is inevitable, human agency still matters. We are not merely passengers on a train heading toward conflict; we are the conductors. By recognizing the signs and thinking differently about the future, we can make choices that mitigate risks and possibly prevent large-scale conflict altogether.

This is not a call for fear but for awareness. It is a call to look beyond short-term distractions and focus on the deeper forces shaping our world. If we are indeed in a pre-war state, then we must act now to change the trajectory—before history repeats itself once again.

To see how this affects organisational ‘readiness’, contact us at russell@qedod.com

Get hired … quietly.

If you’re looking to join a new team or take on a new role in your organisation then you need to get “quiet hired”.

Many organisations are now filling talent gaps or acquiring new skills without formally hiring new employees. Instead, they shift internal employees to different roles or bring on temporary contractors or freelancers which allows them to adapt quickly to changing needs without going through the traditional, often time-consuming, recruitment process. But how do you get “quiet hired,”?

1. Show Initiative and Flexibility - Employers often shift current employees to new roles when they need to fill gaps so make sure managers know you're open to new challenges and are willing to take on responsibilities outside your regular scope of work. If you notice an area that needs help and aligns with your skills, offer to step in. This demonstrates initiative and makes you a prime candidate for internal mobility.

2. Upskill and Stay Relevant - Employers are more likely to move someone internally if they have the necessary skills so if your company has shifting priorities, upskill in those areas. Monitor industry trends and ensure you have the knowledge or qualifications that are becoming important in your field.

3. Network Within the Organisation - Stay connected with colleagues across departments. If decision-makers are aware of your capabilities, they're more likely to consider you when gaps emerge. Participate in cross-functional projects or meetings where you can showcase your talents and willingness to take on additional work.

4. Seek Opportunities for Temporary Roles - Companies may assign you to a different team for a specific project, even if it’s temporary. These "quiet hires" help the company meet immediate needs while allowing you to demonstrate your value in a different capacity. If your company is working with contractors or consultants, they may offer you a temporary or part-time assignment to take on some of that work.

5. Leverage Contracting/Freelancing - Companies often hire freelancers or contractors for short-term projects instead of full-time hires. Building a reputation as a reliable contractor for project-based roles can make you a quiet hire. If you’re freelancing, you can offer specific services to a company that meets their needs without requiring them to onboard you as a full-time employee.

6. Embrace Leadership Roles - If your company needs to fill leadership gaps temporarily, step up. This could lead to more permanent responsibilities or promotions later. Companies may not promote you formally right away, but if you're taking charge of projects, you could be “quiet-hired” into a more senior role over time.

In short, getting "quiet hired" means mobilising your talent to address the needs of the organisation but in a changing business world being adaptable will make you more valuable to the organisation and provide opportunities to develop new skills and to grow and progress.

You can contact us to find out how we can help you improve through our training or coaching programmes via messaging me on here, emailing me at russell@qedod.com or looking on our site at qedod.com

The Power of Personal Branding for Coaches and Professionals Written by: Edrian Blasquino

The power of a personal brand has only strengthened in the modern internet era, and for coaches, it’s a game-changer. With so many talented professionals competing in the space, relying on skills alone can only take you so far. If you want to build your reputation and attract clients, you need name recognition and an undeniable presence in your niche.

Every coach has something they’re known for—quick results, unorthodox methods, or steadfast reliability can define your unique identity. Making good use of those first impressions with a strong personal brand is essential. Let’s break down why personal branding matters for coaches and explore the most practical ways to keep it strong in a competitive industry.

Why Personal Branding Matters

Personal branding means defining who you are in the eyes of everyone else. It ensures that people recognize your strengths and contributions. Employers and collaborators form impressions based on your digital and real-world presence. A clear and compelling brand enhances your ability to connect with opportunities.

Professionals who want to grow their influence can highlight their expertise and professional demeanor. They must showcase consistent profiles, projects, and communications. Intentional branding helps capable individuals stand out and seize opportunities.

Find a Niche and Focus 

Specializing in one area makes you more recognizable and reliable in your chosen field. Don’t spread yourself too thin with a multitude of talents you’re only “okay” at. Instead, focus on what you do best. Think about the parts of your work where you truly excel or feel most passionate. Advertising how great you are at one thing significantly adds to your reputation, especially through referrals.

For example, business coaches should market the people they’ve trained and the methods they use to do so.  Showcase examples of how you helped recruits realize their full potential. If you have relevant experience in a particular industry, then display that in-depth knowledge in marketing too.

Build a Brand That Reflects You

The right branding push should reflect who you are, what you stand for, and how it feels to work with you. Never push an idea of you that you won’t live up to. Overselling yourself is a one-way ticket to disappointing potential clients. Keep claims reasonable yet impressive. It doesn’t hurt to use a little bit of exaggeration, but make sure to back up that talk with practical skill.

Your professional identity should reflect what you’re best at.  For example, real estate attorneys can elevate their marketing by showcasing case studies demonstrating their success in navigating complex zoning laws or resolving intricate property disputes. Meanwhile, coaches could talk about the people they’ve trained, and talk about everything.  Finally, IT professionals can discuss how they beat a short deadline on a difficult project.

Leveraging Digital Platforms

Your online presence anchors your brand. Platforms such as LinkedIn, professional blogs, and social media channels allow you to share insights, connect with others, and highlight your expertise. Leverage social media to your advantage by learning its ins and outs.

Create a compelling LinkedIn profile and share thoughtful posts about your field. Engage in discussions and offer insights to build recognition. Use personal blogs to explore topics in-depth, showcasing your expertise and perspective.

Finally, only share content that aligns with your goals and values. For example, a financial analyst can post market trend analyses and reflections on their industry journey. Consequently, your professional page should not feature “hot takes” on anything unrelated to your industry.

Networking With Purpose

Networking strengthens your personal brand. Professional groups, conferences, and online forums offer opportunities to reinforce your identity and form connections. 

Focus on meaningful relationships when networking. Authentic connections build trust and create opportunities for collaborations and referrals. A software engineer who contributes to open-source projects develops skills and builds a strong reputation within their community.

Measuring and Evolving Your Brand

Your personal brand evolves as your career grows. Regularly evaluate how others perceive you and ensure it aligns with your goals. Internalize constructive feedback, and don’t feel too bad about improving. Monitor your digital presence to stay aware of how you’re represented online.

Adapt your brand to match your current career priorities. For instance, a manager moving into executive roles can emphasize strategic thinking and leadership. Regular adjustments keep your brand relevant and effective.

Final Thoughts

You have everything you need to create a brand that reflects your strengths and aspirations.  Start where you are and focus on strengthening the qualities you already have. Honesty and integrity are incredibly valuable for a personal brand. With so many people willing to overhype themselves, it’s a must to stand out.

By focusing on your true talents and values, you can craft a brand that feels authentic and impactful. Trust that your skills and experiences already hold value. With the right focus, you’ll build something that not only advances your career but also inspires confidence and trust in those you connect with.

Can AI reduce Burnout?

In today’s fast paced and demanding workplace, burnout is a growing concern. The pressure to perform, meet deadlines and maintain a good work life balance can result in decreased productivity, increased turnover and compromised well-being. In an evolving technological landscape though, could AI reduce some of the pressures that contribute to burnout and help cultivate a healthier work environment? How can AI tools help:

1. Automation of Repetitive Tasks - AI can take over routine, time-consuming tasks such as data entry so employees can focus on higher-value, more meaningful tasks, reducing the monotony and workload that can lead to burnout.

2. Improved Time Management - AI scheduling and task management tools can help employees manage their time more effectively by prioritising tasks and deadlines, preventing feelings of overwhelm and reducing the likelihood of burnout.

3. Enhanced Decision-Making and Insights - AI can analyse vast amounts of data and provide actionable insights, helping employees make better decisions without excessive research time. Streamlining decision-making relieves the cognitive load associated with processing large amounts of information, making work less stressful and more manageable.

4. Workload Balancing - AI systems can monitor workload distribution, detect when employees are overburdened and recommend reallocation of tasks or workload adjustments, reducing overwhelm and contributing to a better work-life balance and lower burnout risk.

5. Mental Health Monitoring and Support - AI mental health tools can detect early signs of burnout by analysing patterns in employee behaviour, communication, or productivity and then offering self-care strategies, resources or intervention alerts. By promoting mental health awareness and offering real-time support, employees can address burnout before it escalates.

6. Smart Break Recommendations - AI can monitor employee performance, detect signs of fatigue such as decreased productivity and suggest well-timed breaks which help employees maintain focus, improve performance, reduce stress levels and mitigate burnout.

7. Personalised Learning and Development - AI can offer personalised learning opportunities so employees stay up-to-date at their own pace. By allowing for individualised learning paths, AI reduces the pressure to keep up with changes, a source of stress for many workers. This promotes continuous growth without overwhelm and helps prevent burnout.

8. Predictive Analytics for Burnout Prevention - AI can analyse work patterns, employee feedback and other data points to identify early signs of burnout. By predicting when and where burnout may occur, proactive measures, such as redistributing workloads, adjusting deadlines or offering additional support to at-risk employees can be taken.

9. Streamlined Communication - AI tools can filter and prioritise messages, reducing the cognitive load of constant communication. By managing emails and other communications efficiently, AI prevents information overload, a common contributor to burnout.

10. Coaching and Support - AI coaching systems can provide personalised feedback and support to employees, helping them manage stress, improve work-life balance, and set realistic goals. These virtual coaches can offer advice on time management, stress reduction techniques, and performance improvements, helping to combat burnout proactively.

Incorporating AI tools thoughtfully into work environments can significantly ease some of the burdens that lead to burnout. By offloading repetitive tasks, promoting better time management, and offering mental health support, AI can contribute to a healthier, more balanced workplace

You can contact us to find out how we can help you improve through our training or coaching programmes via messaging me on here, emailing me at russell@qedod.com or looking on our site at qedod.com

Applying lessons from sport to leadership

Keywords

Resilience – Sport – Leadership – Intentionality – Perspective – Success - Purpose

In this episode of Resilience Unravelled Stu Crum talks about how after an injury interrupted three-year career in the NFL and USFL, transitioned to a highly successful career in business. Stu realised early in his athletic career that his athletic abilities would not last forever and he needed to plan for life after sports. He focused on his studies and after graduation, he joined Texaco and quickly climbed the ranks due to his operational focus, leadership skills, and intentionality.

Stu attributes his success in leadership to the lessons he learned from sport and how he applied them to his business career. He also explores the importance of perspective in life and the role of intentionality in achieving success in various areas.

 Main topics

•  How Stu’s experience as a kicker taught him about perseverance, resilience, and leadership

• Why people who reach a professional level in sports or the performing arts may feel lost or without the same rush as before when they decide to stop

• Learning from failures and the significance of perspective in sports and life

• The importance of perspective in life and how it is developed over time

• Why losing perspective, particularly in today's social media-driven world, is dangerous and can lead to making bad decisions and a false sense of reality

• The evolution of the CEO role and the importance of being a generalist with a deep understanding of various functional areas

• Having a sense of purpose, making conscious choices, and being accountable for the consequences

• The concept of intentionality including purpose, priorities, distractions, harmony, self-reflection, responsibility, grit, and a smile

 Action items

 You can find out more about Stu at www.stucrum.com His book is "Aim for the Uprights: The Intentional Playbook for Success in Faith, Family, and Business," which offers a playbook for success based on his personal experiences.

  You can listen to the podcast in full and find out further information here. Our upcoming guest list is also available along with our previous blogs.
Find out more about our innovative Resilience and Burnout solutions.   

Does narcissism decrease with age?

A recent study from the American Psychological Association has found that people tend to become less narcissistic as they age. The study which analysed data from 51 longitudinal studies, measured how the levels of narcissism in 37,247 participants (52% female and 48% male), from aged from 8 to 77, changed over time.

Three different types of narcissism were measured. Agentic Narcissism which includes feelings of grandiosity or superiority and a strong need for admiration. Antagonistic Narcissism which includes arrogance, entitlement, callousness and low empathy, and Neurotic Narcissism involves emotional dysregulation and hypersensitivity. Overall, it was found that all three types declined from childhood through to old age and also that differences among individuals remained stable over time, so that individuals who were more narcissistic than their peers during childhood tended to remain that way as adults.

There are a number of possibilities that could explain a decrease. As people grow older, they often become less self-centred, more focused on others and emotionally stable which would correspond to a reduction in narcissistic traits such as entitlement and self-absorption. Life experiences, such as forming relationships, raising children, and facing career challenges can increase empathy, patience, and a broader perspective which can also counteract narcissistic tendencies, whilst roles often taken on by older people such as caregiving and responsibility for others, promotes selflessness and concern for the well-being of others.

Cultural norms and expectations can also influence personality traits over a lifetime. In many cultures, older adults are expected to be wise, generous, and community-oriented, which can encourage a reduction in narcissistic behaviour. Social feedback and the need to maintain relationships may also push individuals to adopt more co-operative and less self-centred behaviours as they age. Psychological growth including increased emotional regulation and improved coping mechanisms can contribute to reduced narcissism whilst the biological changes in the brain related to aging can play a role in altering personality traits, including a potential decline in narcissistic tendencies.

Living or working with someone who has narcissistic trait can be challenging and this new research may have implications not only for the lives of the narcissistic individuals but also that of their partners, friends, and colleagues.  However, although the research found that on average, narcissism gradually declines as people age, it does also show that narcissism is a very stable personality trait and that it can take decades to see any change.

Bolder leadership

Keywords

Resilience - Leadership - Inner Guidance System - Human Connection - Ontology

In this episode of Resilience Unravelled, Colleen Slaughter, a Transformational Facilitator and Executive Coach, with over twenty years’ experience working with leaders to unlock their true potential. Colleen brings a global and deeper perspective to leadership development, helping leaders understand their worth at a profound level and creating a ripple effect of purpose and service throughout their organisations and lives.

In this podcast Colleen discusses the importance of human connection and the concept of an inner guidance system as well as exploring the complex theme of leadership, emphasising the significance of personal growth, self-awareness, and the need for innovation.

Main topics

• The concept of an inner guidance system and how it can be disconnected

• Why leadership is about mindset and involves self-discovery and personal growth

• Personal growth and self-awareness in leadership

• Innovation in leadership

• Ontology and its importance in leadership

• The significance of practice in developing neural pathways and building leadership skills

• Resilience, experimentation, and adaptation in leadership

• Why we need to learn through experience and shift approaches when necessary

• The importance of accountability in personal choices

Action items

You can find out more about Colleen at www.boldermoves.com

 You can listen to the podcast in full and find out further information here. Our upcoming guest list is also available along with our previous blogs.
Find out more about our innovative Resilience and Burnout solutions.   

Linking loneliness and burnout

Pre-pandemic employees could spend up to forty hours a week together. This of course changed dramatically and many people have benefited from the increased flexibility and autonomy brought by home and hybrid working. However, it has also created a wellbeing issue where reduced social interaction has led to a lack of connection and feelings of isolation and loneliness.

Now, studies have shown that feelings of loneliness can contribute to and exacerbate burnout with research from the American Psychological Association showing a strong link between the social support we get at work and lower rates of burnout.

There are a number of ways loneliness can increase the risk of burnout. These include:

- Emotional Exhaustion: Loneliness can lead to feelings of emotional isolation and disconnection which can result in feelings of emptiness and a heightened sense of stress. Social interactions provide emotional replenishment and without this employees can become emotionally exhausted.

- Increased Perception of Stress: Without a support system employees may feel they have to handle their challenges alone, increasing the perceived burden of stress and making negative experiences feel more intense as there are no social buffers to mitigate these feelings.

- Reduced Resilience: Social connections provide strategies and advice for coping with stress and without access to these resources employees are less resilient in the face of challenges. Loneliness can also increase vulnerability to stress, as social interactions can serve as a protective barrier against it.

- Mental Health Decline: Loneliness is linked to higher rates of anxiety and depression which can drain energy and focus and lead to negative self-perception and low self-esteem, undermining confidence and motivation.

- Reduced Job Satisfaction and Engagement: Loneliness can lead to disengagement which reduces motivation and satisfaction. Without social interactions that provide recognition and validation employees may feel unappreciated and undervalued, leading to decreased job satisfaction.

- Physical Health Deterioration: Loneliness can contribute to chronic stress which has negative effects on physical health, leading to increased absenteeism and reduced productivity.

- Lack of Social Support at Work: If a team lacks support and camaraderie employees may feel isolated. A lack of mentorship and guidance can leave employees feeling unsupported, making it harder to navigate work-related challenges.

A strong social network can help employees connect more easily with colleagues and benefit from their support and advice as well as from feelings of camaraderie and companionship. The creation of a supportive and inclusive work environment where social interactions are encouraged and mental health resources provided can help mitigate feelings of loneliness and drive the overall well-being and success of employees.

Motivational intelligence

Keywords

Resilience – Self-belief – Motivational intelligence – Success – Leadership – Mindset

In this episode of Resilience Unravelled James Fleming shares his personal journey from his start as an electrician in Glasgow, to senior roles in the oil, gas and construction industries in Dubai and his eventual return to Scotland to establish his own leadership and motivational intelligence company, The Power Within Training and Development. Through the business, James is dedicated to empowering individuals to dream bigger, reach higher, attain more each day and shape today's businesses into tomorrow's industry leaders.

In this podcast James discusses how his previous experience with leadership training courses inspired him to create a different approach to training focusing on mindset and self-belief. He also shares how his experiences of being unhappy despite earning a high salary and living a luxurious lifestyle highlighted the need for contentment in one’s work.

Main topics

• The importance of hustle and marketing in growing a small business

• The importance of self-belief and motivational intelligence in achieving success

• How self-belief is the foundation of learning and born from life experiences

• How overconfidence and under-competence are both necessary for success

• The concept of motivational intelligence

• How James morning routine drives his productivity and self-development

• The concept of success and its by-products

 Action items

 You can find out more about James at thepowerwithintraining.com or LinkedIn, Facebook, Twitter or Instagram

You can listen to the podcast in full and find out further information here. Our upcoming guest list is also available along with our previous blogs.
Find out more about our innovative Resilience and Burnout solutions.   

Balancing Team Goals and Individual Well-Being: A Guide for Managers by Bash Sarmiento

Organisations must strike the right balance between high performance and employee well-being for success. The demand for high-performing teams continues to grow. This is why organisations should make sure employees aren’t overwhelmed or burnt out when working.

Achieving this balance fosters a healthy workplace where employees can professionally and personally thrive. A holistically-supported team is more engaged and productive; it also means more benefits for the organisation.

Some Tips on Establishing and Setting Goals

When setting goals for the team, managers should make it a group effort and involve the whole team. Getting everyone on the same page lets employees feel invested and motivated to work towards shared objectives that play to their strengths

Managers can involve their teams in goal-setting by:

●      Gathering the team to discuss the organisation's overall goals and objectives.

●      Encouraging team members to share their ideas and perspectives on potential goals.

●      Ensuring SMART goals for the team (Specific, Measurable, Achievable, Relevant, and Time-bound)

●      Helping team members understand how their individual contributions contribute to the overall team goals.

●      Offering guidance and support throughout the goal-setting process.

Why Is an Employee’s Well-Being Important?

Individual well-being contributes to a team's overall success. Employees who feel physically and mentally well are less likely to experience burnout.

Employees who constantly face pressure without breaks may find it harder to concentrate and do their best work. Burnout, disengagement, and frequent absences may result from this kind of work setup.

Promoting a healthy work-life balance ensures employees have time to recharge. Balanced employees are more motivated and energetic, contributing to better team outcomes.

Companies that prioritise well-being have better employee retention as well. People are more likely to stay with organisations that care about their long-term health.

Strategies for Managers to Balance Goals and Well-Being

Here are some strategies managers can use to meet both team goals and individual well-being:

Promoting Flexible Work Arrangements

The freedom of when and where employees work can promote well-being while achieving goals. Allowing employees flexible work schedules or remote work options can significantly improve their work-life balance. Flexibility means less stress and more time to manage personal and professional responsibilities.

To promote flexibility, managers can offer a mix of remote work and in-office time to maintain team cohesion if possible. It’s either a hybrid work arrangement or a flextime schedule. Project management tools are also a good way to track progress and stay connected with the team while working remotely.

Encouraging Regular Breaks and Downtime

Regular breaks prevent burnout and boost long-term productivity. Encouraging employees to take time off or disconnect from work helps them recharge and come back more focused.

The best way to implement this strategy is to lead by example. Managers should model taking breaks and vacations to show it’s acceptable. Whether it’s a short break or taking a vacation leave, managers should openly communicate the importance of downtime to their teams.

Prioritising Mental Health Initiatives

Investing in mental health resources can help improve overall well-being within a team. A healthy mind promotes better decision-making, and collaboration, which are all essential for achieving team goals.

Managers should provide access to employee assistance programs (EAPs) that offer counseling or mental health support. They should also encourage team-wide relaxation, such as leisure getaways or retreats, to foster stress reduction and promote overall well-being.

Setting Realistic Goals and Managing Workloads

While it’s important to push for team success, setting unrealistic deadlines can overwhelm employees. Managers should aim for a balanced approach to goal-setting so the team feels challenged but not overwhelmed.

To achieve this, managers must regularly check with team members to assess workload. When dealing with heavy workloads, divide large projects into smaller, more manageable tasks.

Building a Supportive Team Culture

A positive and supportive team culture promotes collaboration, reduces stress, and enhances well-being. Employees who feel valued and supported by their peers are more likely to feel motivated and resilient in pursuing team goals.

Managers can cultivate a supportive team culture by celebrating both small wins and major achievements to maintain high morale. Additionally, encouraging peer support systems where team members can lean on each other for help and advice is essential.

Leading with Empathy

Lastly, managers must lead with empathy. Empathetic leadership helps managers understand their team’s emotional needs while creating a supportive environment.

As a manager, you must always practice active listening during team interactions and address concerns with compassion. Be transparent about challenges, and recognize that employees have personal lives and may face external pressures affecting their work.

Final Words

The right balance between high performance and employee well-being promotes long-term organisational success. The strategies outlined in this guide are just some ways managers can create a supportive and productive work environment where teams can thrive. With a healthy and engaged team, managers can cultivate a high-performing team that achieves great things.

Bash Sarmiento is a writer and an educator from Manila. He writes laconic pieces in the education, lifestyle and health realms. His academic background and extensive experience in teaching, textbook evaluation, business management and traveling are translated in his works.

A life in 147 days

Keywords

Resilience - Liver Cancer - Blue Faery - Parenting - Advocacy

In this episode of Resilience Unravelled Andrea Wilson Woods shares her experiences raising her younger sister Adrienne after their mother's life unravelled due to prescription drug addiction. Andrea took legal custody of Adrienne when she was 22 and raised her until Adrienne was diagnosed with liver cancer when she was 15.

Andrea shares her challenging childhood, including managing household tasks after her parents' divorce and how it shaped her into a strong and independent individual. She talks about her experiences living with an abusive alcoholic father and how her sister's presence helped her realise the need to protect her and eventually led to her leaving.

Andrea emphasises the importance of having a 'north star' or a guiding force in life, which for her was her sister, and her desire to provide her sister with unconditional love and a better upbringing than she had received from her own parents. She discusses the challenges of parenting a sibling and emphasises the importance of providing structure, compassion, and unconditional love. She also discusses her family's medical history, particularly her sister's early diagnosis of liver cancer and the likely transmission of hepatitis B and C from their mother during childbirth. The conversation also touches on the importance of advocacy in healthcare, the need for patients to focus on recovery, and the importance of being respected over being liked, especially in leadership roles.

Main topics

•  The prevalence and prognosis of liver cancer which is often diagnosed in late stages due to the liver's lack of pain receptors.

• Why liver cancer is highly preventable but often has a terminal prognosis because treatments like targeted therapies and immunotherapies are palliative rather than curative.

• The importance of having an annual metabolic panel test to monitor liver function and detect potential issues early.

• How losing her sister led Andrea to found the Adrienne Wilson Liver Cancer Association, also known as Blue Faery.

• The need for patients to focus on recovery and the importance of having an advocate in their lives.

• The importance of assertiveness and advocacy in healthcare settings.

• The importance of persistence and seeking a second opinion when necessary.

• The importance of being respected over being liked, especially in leadership roles.

 Action items

Find out more about Blue Faery here

Andrea has written two books "Better Off Bald" and "I'd Rather Be Dead Than Deaf" to raise funds for Blue Faery.

You can listen to the podcast in full and find out further information here. Our upcoming guest list is also available along with our previous blogs.
Find out more about our innovative Resilience and Burnout solutions.   

The challenge of engaging Gen Z

A recent survey by the Manpower Group has revealed that 45% of UK managers intend to hire Gen Z employees over the summer but that 96% of them reported challenges when engaging workers with less than ten years in work.

To stay competitive, companies need the diverse, innovative talent that Gen Z brings but understanding and meeting their unique characteristics and expectations can be problematical. Younger workers place a high value on work/life balance and flexible working opportunities which may be difficult for organisations with more rigid work structure to meet. They are drawn to dynamic and inclusive workplace cultures that align with their own values and aspirations and expect employers to offer the latest technology and tools. However, there are also some factors that have specifically shaped Gen Z’s attitudes to work.

Gen Z witnessed the burnout suffered by many millennials and this has prompted many of them to prioritise work-life balance and higher salaries over long-term career promises. The disruption brought by the Covid-19 pandemic influenced this further when the opportunities of remote work and flexible schedules reinforced the importance of employee wellbeing. Additionally, Gen Z is entrepreneurial, confident, and tech-savvy, making them able to take advantage of online business ventures and far less tolerant of jobs and organisations that don’t meet their expectations.

So, although engaging Gen Z may be difficult, there are some steps you can take to make a job and organisation more appealing:

• Flexible Work Arrangements: Offer flexible work hours and remote work options that offer them a better work-life balance.

• Professional Development: Provide clear career paths and continuous learning opportunities to meet their expectations for growth and development.

• Adopt Latest Technology: Ensure the workplace is equipped with modern technology to attract tech-savvy candidates.

• Promote Job Stability: Communicate openly about job security and company stability to alleviate concerns about economic uncertainty.

• Demonstrate Corporate Values: Showcase genuine commitment to corporate social responsibility and ethical practices.

• Competitive Compensation: Offer competitive salaries and benefits, including non-traditional perks that cater to their overall well-being.

• Engage with Authenticity: Foster an authentic employer brand that resonates with their values and expectations.

• Streamlined Recruitment: Optimize the recruitment process for efficiency and transparency, leveraging digital tools to enhance the candidate experience.

The current job market is highly competitive, so employers need to understand and cater to Gen Z’s unique needs and preferences. By aligning company values, educating on benefits, and investing in employee development, organisations can attract, hire, and retain top Gen Z talent.

The Path of Awakening

Keywords

Resilience - Poetry - Meditation - Mindfulness - Awakening - Flow States - Zen

In this episode of Resilience Unravelled Henry Shukman, a widely published poet, author, meditation teacher and Zen master of the Sanbo Zen lineage, shares his personal story. Henry grew up in Oxford, UK, where his parents were professors and his early love of poetry led to an interest in Chinese Zen poetry, and ultimately to him becoming a writer and poet.

Henry suffered from severe eczema from infancy into his 20’s, along with associated psychological problems, and meditation was a key element in a long journey of healing. He travelled extensively, eventually settling in New Mexico where he became fascinated by the indigenous culture's deep connection to the earth and where he was introduced to meditation and Zen, which in turn influenced his writing.

Main topics

•  The meditative quality of poetry and how it can bring one back to the present moment

• Using poetry in meditation to create a serene atmosphere.

• The differences between various forms of meditation

• The concept of awakening

• The connection between meditation and mindfulness

• The transformative power of poetry and its potential to enrich one's life

• The concept of original sin and its influence on Western culture

• The idea of karma and its physical consequences

• The concepts of mindfulness, support and absorption

• The concept of flow states and how they can be achieved through complete absorption in a task, leading to enhanced performance and increased happiness

• How flow is not limited to specific professions or activities and can be accessed through simple practices like meditation

• The relationship between meditation and religion and the practical and philosophical significance of meditation.

Action items

Henry's book is "Original Love: The 4 Ends on the Path of Awakening" and it has an accompanying meditation app, "The Way."

You can listen to the podcast in full and find out further information here. Our upcoming guest list is also available along with our previous blogs.
Find out more about our innovative Resilience and Burnout solutions.   

Creating change

Keywords

Resilience – Philanthropy – Creating change – Compassion - Leadership

In this episode of Resilience Unravelled, businessman turned charity founder Ali Horriyat, talks about the limitations of traditional philanthropy and the importance of compassion and community-driven solutions. Ali is the founder of social activism non-profit Compassiviste, and he shares his personal journey from the profit driven world of finance to the realisation of the emptiness of his pursuit of wealth and power. He describes how he had a breakdown and decided to take a break from work to travel to Ecuador, where he experienced a different way of life that inspired him to shift his focus towards making a meaningful impact on the world.

Main topics

• The limitations and challenges of philanthropy and the inability of individuals to create significant global change

• The moral conflict and inequality within society and the importance of compassion towards those in need

• The concept of Compassiviste

• The importance of a unified system where the whole ecosystem works together

• The need for artists to connect with their audience and use their platform for a greater cause

• The concept of capacities which aims to bring communities together globally for the betterment of all

• The importance of political involvement and lobbying to enact change, with a focus on creating a critical mass to effect change

• The need for leadership in movements to effectively address issues

• The concept of leadership and its role in society

• Should a leader command and control or guide and facilitate?

• The role of money in society and its potential to divide people due to differing beliefs and values

• The possibility of a future system where people trade based on their compassionate needs

• Community-driven solutions to address societal issues

 Action items

 You can find out more about Ali and Compassiviste at https://compassiviste.com/

   You can listen to the podcast in full and find out further information here. Our upcoming guest list is also available along with our previous blogs.
Find out more about our innovative Resilience and Burnout solutions.   

Focusing on line management training to reduce workplace conflict.

The CIPD Good Work Index for 2024 shows the detrimental effect workplace conflict has on overall job quality, with employees involved in almost half of cases, choosing not to escalate the issue or discuss it.

The report, which surveyed over 5,000 UK workers, shows that 25% of UK employees, experienced workplace conflict in the past year with the most common types of conflict being humiliated or undermined 48%, being shouted at or having a heated argument 35%, verbal abuse or insult 34% and discriminatory behaviour 20%.  Only 54% of those who reported conflict said they were satisfied with their job with employees who experienced conflict being twice as likely to say they would leave their job in the following year.

The most common response from employees to conflict, was simply to “let it go” 47% followed by having a discussion with a manager and/or HR 29%, having informal discussions, either with someone outside work such as family or friends 21% or with the other person involved 17%. Very few, 1%, took the case to an employment tribunal.

These figures would all seem to suggest a lack of confidence in the ability of senior leaders to address these issues constructively and the CIPD is now calling for an increased focus on line management training as a way to maintain a productive and positive work environment.

To facilitate this, it’s essential managers can access training that provides them with the conflict management skills that empowers them to handle disputes independently and effectively. They also need to be able to pinpoint and deal with the underlying causes of conflict such as excessive workloads and exhaustion and develop an open and supportive work environment where they feel empowered to have difficult conversations.

Managers need the ability to inspire and motivate their teams and foster a positive culture that minimises conflict and focuses on team cohesion and shared goals that pre-empt and resolve conflict. Additionally, continuous professional development is required to help employees to feel valued and reduce career progression and job satisfaction conflict.

Line management and workplace conflict are critical aspects of organisational dynamics with effective line management being essential in preventing and resolving workplace conflicts and ensuring a productive and harmonious work environment. By addressing conflict through the strategies and policies they implement, communication practices, workplace culture and training initiatives, leaders can prevent conflicts or resolve them efficiently when they arise, even turning them into opportunities for growth and improvement.

Managing Your Emotional Overdraft

Keywords

Resilience - Emotional Overdraft – Burnout - Emotional Reserves - Invisible Costs - Wellbeing

In this episode of Resilience Unravelled, Andy Brown, an award- winning adviser and coach for people-based businesses, talks about the concept of 'emotional overdraft'. He highlights its implications for burnout, the need to maintain healthy emotional reserves and the importance of acknowledging invisible personal and emotional costs in business finances, He also explores the idea of building a personal board of experts for support, the significance of prioritising well-being in highly stressed jobs, and the potential of writing a book to share experiences and insights.

Main topics

• The concept of 'emotional overdraft' and how it can be managed

• The dangers of misusing the term 'burnout' and the need to refresh the meaning of terms like 'stress' and 'resilience'

• Acknowledging and maintaining healthy emotional reserves for personal and professional success

• The concept of an "invisible line" in business finances, referring to the hidden personal and emotional costs of pursuing profitability

• Maintaining a healthy "emotional bank" balance to avoid excessive strain

• Building a personal board of experts to help overcome challenges.

• Discipline as a better approach to building habits and achieving goals

• The role of motivation in funding work

• Why leadership development needs more focus

Action items

You can connect with Andy at  https://www.linkedin.com/in/andybrownprofile/ and his book is available at https://www.amazon.com/Emotional-Overdraft-balancing-business-wellbeing/dp/1788605136/

You can complete the free Emotional Overdraft Self-Assessment at https://emotionaloverdraft.com/self-assesment/, follow Emotional Overdraft on Instagram at https://www.instagram.com/andybrownauthor/ and get all the latest Emotional Overdraft articles at https://emotionaloverdraft.com/

   You can listen to the podcast in full and find out further information here. Our upcoming guest list is also available along with our previous blogs.
Find out more about our innovative Resilience and Burnout solutions.   

How to support neurodivergent employees in the workplace

With research showing that around one in seven of the UK population is neurodivergent there is a very good chance that someone in your organisation will have ADHD, Autism, Asperger’s, Dyslexia, Dyspraxia or Dyscalculia. The characteristics of these conditions bring a variety of strengths to the workplace and allow neurodivergent employees to use their unique qualities to excel in specific areas and provide new perspectives to old challenges.

Whilst there are tasks and roles that neurodivergent people are well suited to, there are others that may not be right for them or environments that don't play to their strengths. Workplaces and work patterns are generally designed by neurotypical people so often will not provide ways of working that allows neurodiverse people to perform well.

Supporting neurodivergent employees in the workplace involves creating an environment where they can thrive. Here are some of the ways to achieve this:

1. Education and Awareness: Educate employees about neurodivergence to foster understanding and reduce stigma. Training sessions or workshops can help raise awareness about different neurodivergent conditions and how they may manifest in the workplace.

2. Flexible Work Arrangements: Offer flexibility in work hours, breaks, and workspaces to accommodate individual needs. Some neurodivergent employees may benefit from remote work options or adjustable schedules to manage sensory sensitivities or other challenges.

3. Clear Communication: Provide clear and concise instructions and be prepared to offer additional support or clarification when needed. Neurodivergent individuals may interpret information differently, so it's essential to communicate in a way that everyone can understand.

4. Accommodations and Support Services: Work with neurodivergent employees to identify accommodations that can help them perform to their best. This might include assistive technologies, quiet work areas, or access to support groups or counselling services.

5. Structured Feedback and Evaluation: Offer regular feedback and structured performance evaluations. Providing specific feedback and setting clear expectations can help neurodivergent employees understand their strengths and areas for improvement.

6. Sensory Considerations: Be mindful of sensory sensitivities and make adjustments to the work environment as needed. This could involve reducing noise levels, providing noise-cancelling headphones, or allowing for breaks in quiet spaces.

7. Promote Diversity and Inclusion: Foster a culture of acceptance and celebration of diversity in the workplace. Encourage neurodivergent employees to contribute their unique perspectives and talents to projects and decision-making processes.

8. Mentorship and Peer Support: Pair neurodivergent employees with mentors or peer support groups to provide guidance and encouragement. Having a support network can help individuals navigate challenges and build confidence in their abilities.

9. Continuous Learning and Development: Offer opportunities for professional development and skills training to help neurodivergent employees advance in their careers. Tailor training programs to accommodate different learning styles and preferences.

10. Regular Check-ins and Supportive Management: Schedule regular check-ins with neurodivergent employees to discuss their progress, address any concerns, and provide ongoing support. Managers should be approachable and empathetic, creating a safe space for open communication.

By implementing these strategies, employers can create a more inclusive and supportive workplace where neurodivergent employees feel valued, respected, and empowered to succeed.