Managing Stress For Efficiency

Either you control it, or it will control you! Our bodies and minds have limits, and ignoring the need for rest can lead to significant consequences. When we push ourselves too hard without taking regular breaks, we risk burnout, decreased productivity, and health problems. This forced downtime often occurs at the worst possible moments, disrupting our personal and professional lives. So, please: Schedule Regular Breaks: Integrate short breaks into your daily routine. For example, use the Pomodoro Technique—work for 25 minutes, then take a 5-minute break. After four cycles, take a longer break of 15-30 minutes. Prioritise Sleep: Ensure you get 7-9 hours of sleep each night. Good sleep hygiene, such as a regular bedtime and limiting screen time before bed, can improve sleep quality. Take Vacations: Plan and take regular vacations to recharge. Even short getaways can significantly impact your mental and physical health. Listen to Your Body: Pay attention to signs of fatigue, stress, and burnout. If you feel overwhelmed, take a step back and rest, even if it's just for a few hours. Incorporate Wellness Activities: Engage in activities that promote relaxation and well-being, such as exercise, meditation, hobbies, or spending time in nature. Set Boundaries: Learn to say no and set boundaries to protect your time and energy. Avoid overcommitting and ensure you have time for rest and recovery. By proactively scheduling breaks and prioritising self-care, you can maintain your health, enhance productivity, and avoid inconvenient and disruptive forced breaks.

Stop trying to solve burnout with meditation apps. #Burnout at work is on the rise, and next year isn't likely to bring relief -- in fact the opposite. Under pressure to "do more with less," fears about #genAI and #RTO commands, it's not a surprise. Sharon Parker and Caroline Knight in MIT Sloan Management Review have put together a great framework for addressing a pressing issue that doesn't get glib about apps or just say "lighten their load." They also root it in a case for change: "58% percent of 18-to-34-year-olds said that their daily level of stress is overwhelming. Disengaged, stressed-out employees do not perform at their best." The SMART framework: 🔸 Stimulating work: Am I solving real problems that matter? Is there variety? 🔸 Mastery: Am I learning new skills, getting feedback and is it clear how my work contributes to broader goals? 🔸 Autonomy: Are the lines clear for what decisions I can make, and do I have flexibility to do work where and when I'm at my best? 🔸 Relational work: Am I engaged with a team, connected and feel a sense of belonging and support? 🔸 Tolerable demands: Is the work realistically scoped, so that I'm not in continual overload? Are there peaks and valleys? Their framework sounds easy, but anyone who's managed large teams knows how hard it is and how much design goes into making it happen. What I found historically with teams that helped were: ☀️ Frequent check-ins on how someone's feeling about the work, not just the status of the work: are you learning? Is it reasonable? Are you having fun? ☀️ Rotations of dreck and joy: routine work and doing the same type of project over again isn't fun; ensuring people get rotations in and out of "drudge" work. ☀️ Balancing autonomy and collaboration: Getting clear up front about shared goals, roles and levels of decision authority across the team. No swarm ball. ☀️ Taking breaks. Make sure people can step away from work, build and support boundaries and rest periods. Peak performance isn't "hustle culture." What works for you to relieve burnout? #Leadership #Management #Engagement #Productivity #culture

Your team's mental state is shaped by your leadership style. (Far more than most people acknowledge.) Most people think leadership influences behaviour. But before it influences behaviour,  it influences biology. The human brain is constantly responding to its environment: Recognition influences motivation Belonging influences emotional stability Uncertainty influences stress Trust influences connection Recovery influences performance That's why two people can work in the same organisation, with the same resources, and have completely different experiences depending on the environment around them. As leaders, we often underestimate how much of someone's day is shaped by these psychological systems: Here are 6 of the most important leaders should look at: 1️⃣ Motivation (Dopamine System) ↳ This system drives effort, progress, and goal-directed behaviour. People are more motivated when they can see meaningful progress. That's why momentum often matters more than pressure. 2️⃣ Emotional Stability (Serotonin System) ↳ This system influences confidence, mood, and resilience. Feeling respected, valued, and included has a profound impact on how people handle pressure. 3️⃣ Alertness & Energy (Norepinephrine System) ↳ This system helps regulate attention, energy, and responsiveness. Too little stimulation creates disengagement. Too much creates overwhelm. 4️⃣ Stress (Threat Detection System) ↳ The brain is constantly scanning for potential threats. Uncertainty, poor communication, and lack of clarity often activate this system unnecessarily. In many situations, uncertainty is more stressful than difficult news. 5️⃣ Focus (Attention System) ↳ Attention is one of the most valuable resources in modern work. Constant interruptions, context switching, and competing priorities make deep thinking almost impossible. 6️⃣ Recovery (Calm & Regulation System) ↳ This system allows the brain and body to recover from stress. Without recovery, performance becomes increasingly reactive, emotional, and unsustainable. The fascinating thing about these 6 systems is that they're all connected. Improve stress and focus often improves too Improve recovery and emotional resilience tends to follow Improve connection and motivation becomes easier to sustain That's why healthy cultures take more than a single initiative. It's the hundreds of small interactions between a leader and their team. Oh, by the way!.. I write The Upward ARC every Sunday for leaders trying to build sustainable performance without carrying chronic stress into every part of life. Join here: https://bit.ly/UpwardARC Stay healthy. ♻️ Repost to help leaders build healthier teams. 🔔 Follow Andre Heeg, MD for more

After 20+ years in cardiology, I’ve come to question how we approach lifestyle change. We often treat diet, exercise, sleep, and stress as separate problems, with separate solutions. But in most of the high-performing professionals I’ve worked with, that approach doesn’t hold up. The pattern I’ve observed again and again: Stress management isn’t just another "pillar" of a healthy lifestyle. It’s the foundation that underlies them all. How chronic stress quietly disrupts every domain of health: Sleep: Elevated cortisol interferes with circadian rhythms, fragments rest, and reduces deep sleep, making everything harder. Nutrition: Stress alters hunger hormones like leptin and ghrelin, increasing cravings for calorie-dense foods and lowering appetite for nutrient-rich options. Exercise: Chronic stress impairs recovery, increases injury risk, and can blunt the benefits of training. Connection: Stress narrows our emotional bandwidth, making empathy, patience, and meaningful connection harder to sustain. Coping habits: When we’re stretched thin, we reach for quick relief: caffeine, alcohol, screens, or other short-term fixes. The cascade I see repeatedly: → Sustained pressure without rest and recovery elevates baseline stress → Sleep quality deteriorates → Energy dips drive reactive food choices → Movement feels harder to sustain → Emotional connection weakens and gets put on the back burner → Coping behaviors increase → All of it loops back to amplify stress What I’ve found most helpful in practice: When patients learn to regulate their nervous system, other areas—diet, sleep, movement—often start to improve without being the primary focus. Simple stress interventions that ripple outward: • 3-minute breathing breaks between meetings • A consistent morning routine (even 5 minutes) • Brief walks outdoors • Clearer boundaries (i.e. around after-hours communication and work) • Prioritizing one meaningful connection each week The mindset shift that changed how I practice: We don’t need to perfect every pillar. We need to create the conditions, starting with learning the essential skills of stress mastery, where health can actually take root. When you improve how you manage stress, what other areas of life tend to shift? #JustOneHeart #LifestyleMedicine #StressPhysiology #SystemsThinking #CardiovascularHealth #HolisticHealth #Cardiology

I've helped hundreds of professionals manage workplace stress. Here's what actually works for stress management: 1. Use the "what's the worst that could happen?" technique. 2. Keep a clean desk policy - less clutter, less stress. 3. Start your day with a 5-minute breathing session. 4. Schedule breaks, don't just take them randomly. 5. Practice saying "no" to non-essential requests. 6. Use the "brain dump" technique before bed. 7. Take your lunch break away from your desk. 8. Schedule "worry time" - 15 minutes daily. 9. Create a dedicated workspace at home. 10. Turn off notifications during focus blocks. 11. Implement the "one task at a time" rule. 12. Use the 5-5-5 method for instant calm. 13. Use the 2-minute rule for small tasks. 14. Document your wins, however small. 15. Keep a "worry log" to track patterns. 16. Create transition rituals between tasks. 17. Practice gratitude before starting work. 18. Maintain a consistent sleep schedule. 19. Use time-blocking for better focus. 20. Set firm boundaries for work hours. Bonus: There's no such thing as being "too organized". Feel free to share this with your team. But remember: These techniques only work if you actually implement them. Start with one, master it, then move to the next. P.S. Which technique (1-20) resonated with you most? Did I miss any that work for you? #stress #workplace

When negativity, poor communication, and lack of support dominate the workplace, it creates a harmful environment for employees. Employees in such cultures often feel undervalued, overworked, and unsupported, which leads to high turnover and low morale. A toxic culture fosters distrust, competition instead of collaboration, and leaves little room for personal growth or creativity. When employees are constantly stressed, burnt out, or afraid to speak up, it’s a sign that the culture needs immediate attention. In a toxic work culture, leaders fail to foster a sense of respect and inclusion, leaving employees feeling disengaged and disconnected from the organization’s values. This lack of support and guidance can result in low productivity, high absenteeism, and a general decline in the quality of work. A workplace that tolerates toxicity also risks harming its reputation, making it difficult to attract top talent and retain valuable employees. A toxic culture can also affect the mental health of employees, leading to stress, anxiety, and burnout. When employees are constantly battling negativity, it can reduce their job satisfaction and motivation, leaving them less invested in their roles. The effects of a toxic culture extend beyond the workplace, impacting employees’ personal lives, relationships, and overall well-being. Companies that tolerate toxic environments may also struggle with decision-making, collaboration, and innovation. In the long run, a toxic work culture erodes trust, hinders growth, and can even lead to legal and financial issues. Addressing toxic behaviors and fostering a culture of support, respect, and open communication is essential for long-term success. Organizations need to create an environment where employees feel valued, heard, and empowered to succeed. A healthy work culture not only boosts employee morale but also contributes to the overall success and sustainability of the company.

Say your team member reaches out to you with a problem or dilemma - what would be your natural tendency - give advice? - help solve the problem? A better alternative will be ATTUNEMENT:  when you deeply notices, actively listen, and signal to an employee: "I see you. I understand you. You are safe here." Research shows that attunement can dramatically shift how people perceive stressful situations. It also makes future solutions more effective. Here are the five steps to attunement:  1️⃣ Set the intention. ↪️ Tell yourself: I will create a space where they feel safe. ↪️ Say: I’m here with you. You’re not alone in this. I want to listen and understand. Tell me what’s going on… 2️⃣ Shift into calm: If you’re tense or rushed, employees will sense it. ↪️ Breathe on purpose.  ↪️ Remove distractions—put away your phone and close your computer. ↪️ Opt for a walking meeting, which activates both hemispheres of the brain, helping to process stressful emotions.  ↪️ Consider delaying the meeting if you are distracted. 3️⃣ Stay curious. ↪️ Ask yourself: What might I learn? How might I be surprised? ↪️ Say: Tell me more about what that was like. 4️⃣ Listen with your body. ↪️ Nod, maintain soft eye contact, and mirror their emotion subtly. ↪️ Reflect back key phrases: It sounds like you are frustrated because… or, Tell me more. ↪️ Avoid phrases like I know exactly how you feel (you don’t) or, Look on the bright side (minimizing). ↪️ Allow for silence. 5️⃣ Invite reflection. ↪️ Ask: How do you feel now? What do you think you need most right now? ↪️ Offer a closing statement: Thank you for sharing this with me. #leadership #empathy #attunement https://lnkd.in/dt_eJYw5

Good intentions cannot build a healthy work environment. We tell leaders to be inclusive, but rarely show them how. Inclusion is a daily practice, not a feeling. Meetings where the loudest voice dominates are systems designed to exclude. My dissertation on Workplace Neurodiverse Equity used Bandura's Social Cognitive Theory to show how environments shape our capacity to thrive. Neurodiversity is the natural variation in human functioning. Everyone is part of it. Some of us just need a bit more intentional help. So, here are 10 practices to lower stress and increase support for your team: 1/ Agendas Reality: Spontaneous demands spike cortisol. Practice: Send agendas and necessary decisions 24 hours in advance. Yield: Ensures deep processing time. 2/ Brainstorming Reality: Verbal brainstorming blocks ideas. Practice: First 10 minutes are silent. Write ideas before speaking. Yield: Eliminates bias of loudest voice. 3/ Cameras Reality: Forced visual attendance drains energy. Practice: State engagement is measured by contributions, not faces. Yield: Reduces sensory overload and prevents fatigue. 4/ Cold Calls Reality: Cold calls trigger fight or flight. Practice: Give notice before asking for input. Yield: Reduces performance anxiety and restores executive function. 5/ Captions Reality: Auditory processing varies wildly. Practice: Enable live transcription on every call by default. Yield: Ensures information is captured despite barriers. 6/ Movement Reality: Movement regulates; it is not a distraction. Practice: Normalize pacing, knitting, or sketching. Yield: Increases focus and emotional regulation. 7/ Processing Time Reality: Forced participation creates anxiety. Practice: Normalize saying you need time to process. Yield: Cultivates psychological safety. 8/ Expectations Reality: Unspoken rules are invisible barriers. Practice: If an expectation matters, write it down. Yield: Eliminates ambiguity and social guessing. 9/ Visuals Reality: Auditory information is fleeting. Practice: Never just speak a point. Share screen or provide written anchor. Yield: Reinforces working memory. 10/ Transitions Reality: Back to back tasks drain executive function. Practice: End meetings at 25 or 50 minute mark. Enforce strict hard stop. Yield: Respects biological limits and allows recovery. Stop relying on good intentions. Start cultivating an environment where every mind can thrive. Just remember, we are all a bit different, stay curious, and adapt to each person. What is one neuro-inclusive practice you plan to plant in your next meeting?

We often discuss the psychological harm linked to working in toxic environments, but the negative effects also include physical symptoms. Toxic workplaces are characterized by harmful interpersonal behaviours (Psychological and sexual harassment, discrimination, incivility, abuse) that damage employees' psychological well-being and cause them to face highly stressful situations. What are the effects of being in an unsafe work environment on people's physical health? In my new study on toxic workplaces, in which many of you have participated (link to the survey in the comments), participants who have described their workplaces as toxic report presenting the following physical symptoms that they associate with the workplace: - Weight loss - Brain fog - High blood pressure - Heart issues - Gastric problems - Parathyroid complications - Cancer While the study did not establish whether the cause of such physical issues is solely linked to working in a toxic workplace, as I analyze the results, patterns are emerging across different types of organizations and around the world. A very interesting study was just published on the impact of negative social relationships (they call negative individuals hasslers) on physical health (Lee and colleagues, 2026). In fact, the authors have found negative social ties to be a significant risk factor for ✅ Accelerated aging ✅ Inflammation ✅ Multimorbidity The authors have found that: "Although positive social integration can reduce allostatic load, our study demonstrates the inverse: Frequent exposure to hasslers may chronically activate stress-sensitive systems, fueling systemic inflammation, epigenetic dysregulation, and metabolic strain. These findings extend the literature by highlighting that negative social relationships are directly implicated in the same downstream physiological processes previously ascribed to major psychosocial and environmental stressors." Before working on toxic workplaces, I studied individuals presenting narcissistic and psychopathic traits in the workplace. What led me to my interest in studying these individuals was the highly detrimental impact they had on others. At the core, workplaces are toxic because of individuals who perpetrate toxic behaviours. Then there is the matter of systems that tolerate those behaviours, the very systems that these individuals often control. Studies on workplace harassment, incivility, and discrimination mainly focus on the psychological impacts, which, regrettably, seem to make these behaviours appear less important for organizations and society. If we want to highlight the importance of addressing toxic behaviours at work, we must continue to emphasize the wide-ranging human, organizational, and societal costs that these environments impose. To employees and managers who are experiencing physical symptoms, you are not alone. Take care of yourself and the people around you 💗

21 Subtle Phrases Emotionally Intelligent People Use When Stress Hits When stress hits, words matter more than you think. Emotionally intelligent leaders don’t just react. They choose their responses wisely. Here are 21 powerful phrases that boost clarity, connection, and collaboration: ⇢ Self-Regulation & Pausing 1/ "I need a moment to process this." Practice: Pair with deep breaths to signal calm. 2/ "Let’s pause and revisit this later." Practice: Set a specific time, like "Can we discuss this at 3 PM?" 3/ "I notice I’m feeling reactive." Practice: Acknowledge your emotion internally to regain control. ⇢ Empathetic Engagement 4/ "Help me understand your perspective." Practice: Take notes to stay focused on listening. 5/ "That’s interesting—can you expand on that?" Practice: Count to three before responding to avoid interruptions. 6/ "What would a good outcome look like for you?" Practice: Shift from blame to solutions during conflicts. ⇢ Collaborative Problem-Solving 7/ "Can we brainstorm alternatives together?" Practice: Write ideas in real-time to guide the discussion. 8/ "I’m open to feedback. What am I missing?" Practice: Uncross your arms to signal openness. 9/ "Let’s align on priorities first." Practice: Start meetings with this phrase to set the focus. ⇢ Assertive Boundary-Setting 10/ "I’m not ready to decide yet." Practice: Set a clear deadline. "I’ll get back to you by EOD." 11/ "I’d like to reflect before committing." Practice: Block 15 minutes post-conversation to gather thoughts. 12/ "This isn’t working for me. Can we adjust?" Practice: Use "I" statements to reduce defensiveness. ⇢ Emotional Transparency 13/ "I feel pressured, but I trust we’ll find a way." Practice: Acknowledge stress while projecting confidence. 14/ "I appreciate your patience as I work through this." Practice: Express gratitude to soften time requests. 15/ "This is challenging, but I’m committed to solving it." Practice: Reframe challenges with a growth mindset. ⇢ Perspective-Shifting 16/ "How would [neutral third party] approach this?" Practice: Role-play to detach emotionally. 17/ "What’s the bigger picture here?" Practice: List long-term consequences to gain perspective. 18/ "Let’s focus on facts first." Practice: Write down objective data before discussing feelings. ⇢ Proactive Follow-Through 19/ "I’ll follow up with a plan by [time]." Practice: Set calendar reminders to ensure accountability. 20/ "Can we summarize next steps?" Practice: End meetings with clear action items. 21/ "I’d like to check in on progress next week." Practice: Use this in delegating tasks to maintain clarity. Start practicing 2-3 of these phrases daily. Intentional responses beat automatic reactions every time. 👉 Which phrase will you practice first? 👇 ♻️ Repost to help others master their EQ under stress! 🔖 Follow Véronique Barrot for more.