Personal Wellbeing

Feeling Self-Conscious? Get Rid of These 10 Phrases

October 5, 2022
The Wellness Tribe

Confidence is the key! You can enhance your work-life balance, relationships, and general quality of life by being confident and believing in yourself. Although self-worth is undoubtedly an important component of confidence, it is not the same thing as confidence.

While self-confidence is about being driven and believing in yourself, self-worth is more closely tied to forgiving and embracing oneself. They are, therefore, essentially two sides of the same coin. But both are essential to having a positive connection with yourself and feeling good about yourself.

But we all have that inner voice that influences everything we say or do. If we let it, it might undermine our self-confidence, make us feel inferior, or both. In the end, we find ourselves failing to reach our goals.

If you want to think more positively and feel more confident, here are 10 negative phrases to stop using.

1. "I must complete it."

Instead, say: "I get to do that."

Your attitude will significantly alter if you substitute just one little word. You start to see things more as opportunities than as obligations as a result. So even though the work is unpleasant, it may help you learn new things and lead to opportunities.

2. "I cannot accomplish it"

Instead, say: "I'll do my best to accomplish that."

Keep going until you've even started! When you convince yourself that you can attempt, you not only give yourself an opportunity to succeed but also lower your bar for success by not having unreasonable expectations.

3. "I ought to do it."

Instead, say: "I'll take care of it." (Or, depending on your perspective, "won't do")

The word "should" is restrictive and puts pressure on us. Regain control by doing so. Get rid of the "should" and make your own decisions by deciding whether or not to do anything.

4. "Why am I going through this?"

Instead, ask: "What am I learning from this?"

You may transform something that is bothering or disturbing you into something that can lead you to more extraordinary things by asking yourself what you are learning. You're merely looking for the positive in what can be a difficult situation; you're not moaning.

5. "I should never have."

What to say instead: "I know [X] because I did it."

When you reframe this idea, you start to consider the positive outcomes that resulted from actions you first believed you shouldn't have taken. For example, you could have made a new friend or learned something admirable about yourself.

6. "I messed up."

What to say instead: "This effort failed."

Consequently, it's possible that an endeavor you undertook went differently than planned. You either still need to obtain the desired promotion or the new customer. However, you are being harsh to yourself if you tell yourself that you failed, and that's it. Keep in mind that there will be future chances.

7. If only I'd done [X]

How about saying nothing?

Everybody has had "if only" moments. For example, "If only I had brought up my suggestion at that meeting," or "If only I hadn't responded in that manner to that interview question." However, this is irrational reasoning. You're simply complaining and coming up with reasons—you're not learning from the past.

8. "This is just too difficult."

Instead, Say: "I don't comprehend this right now." 

You are presenting a new difficulty as an unchanging reality when you tell yourself right away that you will never be able to understand it. This implies that you're gently telling yourself that you can't develop or evolve, which is absurd, of course. We are all still growing.

9. "It isn't fair,"

What to say instead: "I can handle it regardless!"

Yes, there are moments when life seems unfair, but that doesn't mean you have to keep telling yourself that mantra repeatedly until you give up. Instead, face that perceived injustice head-on and search for answers that will lead you to your desired destination.

10. "It won't ever change."

What to say instead: "I can adjust how I handle this."

Another instance of moving from the passive to the active is this. First, take control of the circumstance. Do you believe it is immutable? Then alter your perspective on it and your ideas on it!


Burnout at Work: 3 Sneaky Signs and What to Do About Them

March 4, 2024
Nitesh Padghan

Burnout is a growing epidemic in the modern workplace. Characterized by chronic exhaustion, cynicism, and feelings of inadequacy, it can be insidious, creeping up on even the most dedicated employees.  While extreme burnout cases are easy to spot,  subtler signs can get lost in the shuffle of daily work demands. Recognizing these early warning signs is crucial for both employees and leaders to prevent full-fledged burnout and its harmful consequences.

1. The Energy Drain: Beyond Simple Tiredness

Everyone experiences tiredness at the end of a long work week.  Burnout exhaustion, however, is a different beast. Here's the distinction:

  • Persistent Fatigue: You feel drained even after a good night's sleep and find it difficult to muster the energy for everyday tasks.
  • Emotional Exhaustion: You feel emotionally depleted, making it challenging to manage work interactions with patience and empathy.
  • Physical Manifestations: Body aches, headaches, changes in appetite, or increased susceptibility to illness can be tied to burnout-induced stress.

What to Do:

  • Prioritize Rest: Quality sleep and restorative activities are essential. Aim for consistent sleep hygiene and dedicate time to hobbies or relaxation techniques.
  • Set Boundaries: Learn to say "no" to additional tasks when your plate is full. Create clear distinctions between work and personal life, including logging off when your shift ends.
  • Seek Support: Talk to a trusted colleague, friend, mental health professional, or your HR department for resources and strategies to combat exhaustion.

2.  The Fog of Mental Disengagement

Burnout isn't just about feeling overwhelmed; it's about a loss of connection to your work. Watch out for these red flags:

  • Loss of Focus: Difficulty concentrating, forgetfulness, and increased procrastination hint at a mind struggling to keep up.
  • Apathy and Cynicism: What once sparked interest feels mundane, and a negative or sarcastic attitude becomes your default.
  • Lack of Motivation: Initiating tasks feels like a monumental challenge and you have little drive to excel.

What to Do:

  • Break Down Tasks: Large projects can feel overwhelming. Break them into smaller, manageable steps to create a sense of control.
  • Rediscover Purpose: Remind yourself why your work matters. Connect your tasks to the bigger picture and how they contribute to the company's goals.
  • Celebrate Small Wins: Recognizing even minor accomplishments helps combat feelings of inadequacy and reignites motivation.

3. The Undercurrent of Irritability and Isolation

Burnout doesn't just affect your internal state – it seeps into your interactions with others. Pay attention to these behavioral shifts:

  • Decreased Patience: You find yourself easily frustrated with colleagues, clients, or seemingly minor inconveniences.
  • Withdrawal and Isolation: You actively avoid social interactions at work or feel disconnected from your team.
  • Heightened Sensitivity to Criticism: Even small constructive feedback can feel harsh and trigger a defensive response.

What to Do:

  • Practice Self-Compassion: Recognize you're going through a tough time. Avoid self-blame and practice positive self-talk.
  • Mindful Communication: If you find yourself snapping, take a pause. Breathe deeply and choose your words carefully to avoid hurtful outbursts.
  • Reconnect with Colleagues: Reach out to a trusted coworker for a casual chat or schedule a team lunch to nurture social bonds.

The Leader's Role in Preventing Burnout

While individuals have a responsibility to manage their own well-being, leaders have a profound influence on creating a work environment that either fuels burnout or fosters resilience.  Beyond simply addressing existing burnout cases, proactive leaders prioritize prevention through these key actions:

Open Communication

Destigmatize conversations about stress, burnout, and mental health. Leaders should be approachable and encourage employees to share their struggles without fear of judgment.  Regular check-ins, surveys, and open forums create channels for employees to voice concerns before they reach a breaking point.

Manageable Workloads and Realistic Expectations

Continuously evaluate team workloads and advocate for realistic deadlines. Encourage employees to speak up if they feel overwhelmed, redistributing tasks or securing additional support when needed.

Flexibility and Autonomy

Where feasible, providing flexibility in work schedules and decision-making empowers employees with a sense of control, which can counteract feelings of helplessness that contribute to burnout.

Recognition and Rewards

A simple "thank you" goes a long way.  Regular recognition of achievements, both individually and as a team, cultivates a sense of appreciation and value.  Consider small rewards, bonuses, or additional time off as incentives and a way to celebrate milestones.

Employee Wellness Programs

Proactive wellness programs are a powerful tool in combating burnout. These programs can include webinars on stress management, mindfulness workshops, company-wide fitness challenges, access to mental health resources, and activities that build team cohesion.  By prioritizing holistic well-being, leaders show they care about employees beyond just job performance.

Investing in a culture of well-being isn't just the right thing to do; it's smart business.  Organizations that prioritize employee well-being see reduced absenteeism, increased productivity, higher job satisfaction, and improved ability to attract and retain top talent.

Burnout Doesn't Have to Be the Norm

By recognizing burnout's sneaky signs and actively addressing them, both individuals and organizations can create more sustainable and fulfilling work environments.  If you're struggling with burnout, remember you're not alone.  Reach out for support, set boundaries, prioritize self-care, and don't hesitate to make changes for a healthier and happier work life.

HR Report

Gartner Report Unveils 2024's Top 5 HR Priorities

November 1, 2023
Nitesh Padghan

As we step into 2024, the corporate world is not just evolving; it's transforming at a pace like never before. For HR leaders, this means navigating through a maze of new challenges and opportunities. 

Based on Gartner's extensive survey of over 500 HR leaders across diverse industries and countries, we've pinpointed the top five priorities for HR in 2024. These aren't just trends; they're the signposts guiding HR professionals through a landscape that's changing under our feet. 

From redefining leadership roles to embracing cutting-edge HR technology, these priorities are reshaping the way we think about work, culture, and employee engagement. Let's dive into each of these priorities, understanding their nuances and the strategies to address them effectively.

A New Era of Leadership

In the realm of HR, the development of leaders and managers is paramount. Gartner's survey reveals a startling 73% of HR leaders believe their leaders and managers aren't equipped for change. This is a big deal. Why? Because change is the only constant in today's business world. The solution isn't more training; it's about rethinking the role itself.

First, let's talk about resetting expectations. It's about empowering managers to focus on what they do best – leading and developing their teams. This means less time on admin and more on people. 

Next, we need to rewire habits. Good management isn't just about skills; it's about daily habits that build a strong team culture. Finally, rebuilding the manager pipeline is crucial. This means giving potential managers a real taste of the role, letting them decide if it's right for them. It's about making the role fit the person, not the other way around.

Building Connected Cultures Remotely

Organizational culture is next on the list. It's about how people feel at work. Do they feel connected? Do they believe in what they're doing? In a hybrid world, this is tougher than ever. Gartner points out that 47% of HR leaders are struggling with this in the new work environment.

The key here is intentionality. Culture doesn't just happen; it's built. It's about aligning everyone with the company's vision and values. Then, there's connectedness. In a world where remote work is common, creating a sense of belonging is crucial. 

This means more than just virtual happy hours. It's about meaningful interactions that build a community. Lastly, microcultures in teams can make a big difference. Each team has its own vibe, and nurturing this can strengthen the overall culture.

The HR Tech Transformation

HR technology is a big talking point. With 56% of HR leaders saying their current tech doesn't meet their needs, it's clear there's a gap. The future is about AI and advanced tech, but only 22% of HR leaders are actively engaged in this conversation. That's a problem.

First, understanding the tech landscape is crucial. What's out there? What fits our needs? Then, it's about readiness. Is our workforce ready for this tech? Do they have the skills to use it effectively? 

Lastly, ethics and risks can't be ignored. With any new tech, especially AI, understanding the ethical implications is key. We need to ask the tough questions before diving in.

Leading Through Transition

Change management is all about helping people adapt. But here's the thing: 82% of HR leaders say their managers aren't equipped for this. Employees are feeling the strain, with many reporting lower trust and engagement levels.

The solution? It's a threefold approach. First, communicate. People need to understand what's changing and why. Second, quality training is non-negotiable. People need the right tools to adapt. Finally, managing fatigue is crucial. Change is exhausting, and acknowledging this is the first step to helping employees cope.

Redefining Growth in the Workplace

Lastly, we have career management and internal mobility. The stats are worrying – 66% of HR leaders think their company's career paths aren't compelling. This is about giving employees a roadmap for their future in the company.

First, it's about moving away from rigid career paths. The future is fluid, and career paths should be too. Next, it's about aligning roles with experiences, not just job titles. 

This means thinking about what skills and experiences employees gain in each role. Finally, it's about support. Employees need guidance and tools to navigate their career journey within the company.

Final Thoughts

In wrapping up, it's clear that the HR landscape in 2024 is about much more than policies and payroll. It's about leading through change, building cultures that thrive in hybrid environments, leveraging technology smartly, managing change compassionately, and carving out dynamic career paths for employees. 

By addressing these priorities, HR leaders can not only navigate the complexities of the modern workplace but also shape it into an environment where both the organization and its people can flourish. The future of work is here, and it's time for HR to lead the charge, turning challenges into opportunities for growth, innovation, and lasting success.

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