Times of uncertainty can trigger fear and confusion, but it doesn’t have to. Here, you will find tips that will help move you from fear to acceptance, and from confusion to clarity, as we highlight the abundance of incredible opportunities that can be found in this time of great change, including our newly offered complimentary group coaching sessions.
Going through the motions, coasting on autopilot, or just feeling plain old stuck--whatever you happen to call this uninspiring state, we all know how it feels to struggle with motivation in the workplace. These useful tips will get you and your team moving again in no time!
In speaking with someone, have you ever shouted out an impassioned and cutting retort or belted at them a churlish and icy command? Perhaps you can call to mind an intense experience with your child, neighbour, employee, or spouse. What was it that had you do that? Was it something they had said or didn’t say? Or, perhaps, your reaction was the result of something they had done or failed to do. No matter the cause, I’m going to bank on the fact that you weren’t feeling so great in the moment of your reaction. And once you calmed down and reflected on the situation, you may have noticed that your reaction didn’t land all that well with the other person or people involved. Whether your goal is to repair internal damage, heal damaged relationships, reinforce your resilience, or learn how to better lead and support others, this article offers you a framework that will inform and encourage you at a time when patience seems to be at an all time low and reactions so very automatic.
Workplace stress is an occupational hazard at any position and in any organization. However, there are a number of ways to reduce workplace stress. Let’s look at a few reasons to reduce stress, and some ways that you can create a healthier, happier workplace.
Stress acts as a barrier to productivity, health and happiness. Prolonged stress takes a toll on our bodies, our minds, and our work – and as with many physical reactions, it all starts with the brain.
I admit, I don't really want to minimize conflict. I know conflicts and disagreements are going to happen. You know what I really want? I want to minimize those all-too-familiar anxious feelings that arise in me when I am in conflict. Here's what has helped:
In the midst of disagreement, it is possible to create an environment where blame, shame, guilt and fear are minimized. If we can do this, we can ensure the following:
If we are supposed to learn from our mistakes, why are we so afraid to make them?
Has anyone ever misinterpreted or misunderstood what you said or intended? Have you ever misunderstood what someone meant and then reacted to? We make mistakes every day, large and small, from epic fails to minor faux pas: deadlines will be missed, a tone of voice will hurt, you will deliver something and your boss will not be pleased, your kids will think you’re a bad parent.
While we often resolve to do something more, better, different at the beginning of a year, we rarely take the time to consider the conflicts that these resolutions create, and how we’ll deal with them.
Life is about relationships: with others, yourself, your body, nature, the world. The quality of your communication is reflected in these relationships and is equal to the quality of your emotional well-being. The more you are aware of and implement the 2 critical steps in conscious communication, the flow of emotional well-being is heightened, happiness is accessible and clarity of mind to make great decisions becomes available.
As we work with leaders in various roles and types of organizations, one theme that we encounter across the leadership landscape is guilt. Leaders are often trapped by feelings of guilt. You can likely relate to experiences like this:
- You need to talk to a staff member about missing too much time at work, but you feel guilty because you know the staff member is going through a difficult time at home.
- You must address a performance issue with a team member who is failing to complete a project on time, but you think that you are at least partly to blame for not providing enough oversight and follow-up.