Career & Finance

If you’ve experienced the feelings of imposter syndrome in the workplace, know this: You are absolutely not alone. We’ve all felt it a time or two (or are feeling it now). Imposter syndrome refers to the experience of feeling like a fake or that you might be “found out” despite any success or growth you achieve. So whether you felt it on the first day of a new job, when you landed a big promotion, or when dealing with your first major setback in a project, that feeling of wondering if everyone can see right through you and your self-appointed “lack of experience” is, unfortunately, not uncommon.
I’m no stranger to this experience—I’d even go as far as to consider it my biggest enemy when it comes to my career growth. I always believed that people could tell when I was shooting in the dark, but the truth is that I wasn’t—and they couldn’t. What they did see, however, was a young professional who didn’t believe in herself. So, why should they?
Unlike humility, imposter syndrome can do real harm to your career trajectory and your mental health. According to the American Psychological Association, these feelings can increase anxiety and depression, limit risk-taking in careers, and cause complete career burnout. So, how do we put a stop to it? Well, the answers lie ahead. Here’s how to combat imposter syndrome in the workplace so it doesn’t stunt your career growth.
Focus on the facts
Imposter syndrome can manifest in various ways, including consistently downplaying achievements, comparing yourself to others, and the inability to attribute your achievements to your work. It can make you feel like you’re terrible at your job or not cut out for it, but most of the time, these feelings are based on fear, not the reality of the situation. It can be hard to differentiate the facts (undeniable and observable truths) from the stories (how you interpret these undeniable truths).
As someone who works primarily in a creative field, I’m a masterful storyteller. To be honest, this hurts me just as often as it helps me. When I find the imposter monster creeping up behind me, I’ve learned to whip out my notebook and make a list of what I think happened versus what actually happened. For example, let’s say I present an idea to my team, and it doesn’t get picked up. Bummer, right? Sure. In this scenario, I used to jump straight to the conclusion that I wasn’t ready to lead projects or couldn’t be trusted to cultivate fresh ideas, neither of which is true. But now, instead of getting caught up in my head about it, I make a list.
If you feel as though you said something wrong in a meeting, think about what you said exactly. How did your co-workers respond, word-for-word? Very rarely is it as bad as you remember. And even if so, it’s a learning experience, not a death sentence. If you aren’t careful to separate the anxieties in your head from real-life occurrences, you’ll be less likely to speak up and share innovative ideas with your team, which will hurt your career progression in the long run. You’ve been hired for all you bring to the table, so don’t let insecurity prevent you from showing up. Creating space to check in with reality can help silence the alarm bells when they sound.

You’ve been hired for all you bring to the table, so don’t let insecurity prevent you from showing up.

Create a “Read on Bad Days” folder
Whenever I start a new job or project with a new company, the first thing I do is create a “Read on Bad Days” folder. In addition to my full-time marketing position, I do a lot of contract and freelance work, so I have a lot of these, and they have become my secret weapon. Basically, this is a space to put any emails, screenshots, or projects that validate your achievements. These keepsakes can be as small as a funny Slack message or as large as a full performance review. I have countless kind and affirming emails from colleagues saved in my “Read on Bad Days” folder to turn to when I need a reminder that I’m on the right track. I even open this folder on good days sometimes to look at how far I’ve come.
I’m a big believer in the idea that the energy we put out is the energy we get back. Mindfulness is my bread and butter, so reminding myself that feelings of insecurity are a temporary setback in the middle of a long career journey is imperative to keep moving forward. Consistently adding to a folder like this can combat imposter syndrome and prevent you from falling into negative patterns with your work performance. It’s easy to give up and do a sub-par job when you’re feeling bad about yourself, but that is when it’s most important not to. Lack of self-confidence will impact how you show up for your day, but so will newfound confidence. When it all feels a little overwhelming, open the folder and breathe.
Reframe negative thoughts and situations
Our thoughts do define us. They have real power when it comes to how we perceive ourselves and the world around us, so when you find yourself overthinking a situation, try to reframe your thoughts. It’s normal to make mistakes, have projects that don’t go well, and be in meetings that make you want to hide under a rock, but the little voice in your head telling you that you’re a total failure needs to be monitored. So next time you can’t seem to let go of the mistake you made at work, give yourself the grace to try again. Indifference is not progress, and I’m never advising you to throw your cares to the wind. However, instead of jumping to “I am awful,” replace it with “I know what to do better next time.” Misery loves company, and sitting in feelings of self-loathing shows through in your work.
Although you may think your negativity about your perceived job performance only affects you, it can quickly spread through a team, resulting in lower morale and decreased productivity. It will also impact your personal career growth. Your managers and co-workers may start to see you as someone who can’t quite handle the heat or who moves through the workplace so timidly that they’re afraid to give you additional responsibilities. Making mistakes is normal, but it’s how you handle your mistakes that matters. Eventually, the way you talk about your work becomes the work you do, both positively and negatively. Find affirmations that align with the reminders you need, and repeat them. Live by them. Think of it as a sort of self-fulfilling prophecy.
Share how you’re feeling
Don’t try to tackle imposter syndrome alone. As isolating as it can feel, you’re not the only one. Talk to trusted friends or family about how you’re feeling! My fiancee and I have what we call “Pity Sessions” where we vent about work and don’t ask for solutions. The only correct response from the other person is a list of reasons to be proud of the work we’ve done. It goes a long way to know you have people in your corner who are not directly tied to your employment.
In the same way you lean on your support circle, let your manager know if you need a little direction or feel in over your head. They are there to guide you and support your career growth, but they can’t help if you don’t let them. If you don’t share how you’re feeling with your manager or ask the questions you need to know to perform your job responsibilities, they might wonder whether or not you’re capable of doing your job, which could affect upcoming promotions and opportunities headed your way.

The way you talk about your work becomes the work you do, both positively and negatively.

Get comfortable celebrating your accomplishments
Don’t hold back from sharing your accomplishments with your managers and co-workers, either. When it comes time to negotiate a promotion or a pay raise, being able to confidently communicate how you’re actively excelling is just as important as knowing where you need to improve. Whether you checked off almost everything on your to-do list today or won the biggest deal of your career, a win is worth celebrating. Write down when you feel good about your performance. Maybe you led a meeting that went well, or maybe it’s enough that you showed up today.
When you recognize that you’re doing a good job regularly, you are less likely to think you’re not enough. Share these moments with people you trust, and let them celebrate with you. I used to feel like celebrating my little wins made me cocky, but it doesn’t. When I can talk confidently about my accomplishments, no matter how small, others listen. So when it comes time to interview for that amazing promotion, share what you’ve done well. If you don’t, your manager may question your self-awareness or your confidence regarding the role. Don’t let this hold you back from getting what you truly deserve.
Remember that if you weren’t ready, you wouldn’t have the opportunity
You are in your position for a reason. The people who put you there know what they’re doing. It’s taken years for this to click in my head—but by saying I don’t deserve the opportunities I have, I’m directly insulting the directors, managers, and professionals who have given them to me. Nobody hits the mark every time, not even the CEO you admire or your favorite artist. I promise.
Beating imposter syndrome is an uphill battle, and I certainly don’t have it all figured out yet. On the worst days, when even my lists can’t remind me enough, I default to two things: 1. If you weren’t ready, you wouldn’t have been presented with the opportunity, and 2. Would you stand in front of the people who hired you and tell them they made a mistake? No. You wouldn’t. So, start acting like you deserve to be where you are—because you do. More

Once upon a time, anxiety-inducing moments at work consisted mainly of awkward attempts to make small talk by the coffee machine, being called into your boss’ office unexpectedly, or struggling to remember a coworker’s name. Now, the coffee machine is a Slack channel, Google Calendar ensures that no meeting goes unscheduled, and everyone’s name is right in their little box on Zoom. In a hybrid or remote workplace, new stressors abound. From struggling to interpret the tone of written messages to the endless stream of notifications, it’s hard to know what the new normal of the workplace really is—and whether we even like that new normal.
Add two extremely tech-savvy generations working together for the first time on top of all of this, and you get some pretty extreme remote workplace anxiety. In December, Business Insider highlighted the intense impact the remote workplace has had on the mental health of Gen Z and Millennials—Gen Z as they enter the workforce and Millennials as they navigate new managerial roles. A 2022 Gallup survey found that nearly half of all employees ages 18-29 reported that their job had negatively impacted their mental health. And remote workplace anxiety isn’t just showing up in hard news and numbers: Social media stars like Corporate Natalie show in their content that between entry-level Gen Zers and Millennial bosses, everyone is kind of freaking out.
No matter your generation or position, it’s likely that you’ve been touched by a tad of remote work anxiety at one point or another over the past few years. How can managers and entry-level workers alike turn the remote workplace into something that actually works for us? Not to toot our own horn, but The Everygirl has been hybrid and remote since pre-pandemic—and we have some thoughts. Here’s how two of us, as a manager and entry-level employee duo, navigate the ins and outs of remote workplace anxiety and how you can, too.

In this article

If you’re feeling unclear on protocol at your new job…
As an entry-level employee: Take as many chances as you can to chat on video
When I first started interning at The Everygirl, I had been used to spending hours on Zoom with my classmates, even when we were just silently working on a paper. Comparatively, being assigned tasks and communicating with my team members almost completely through Slack, Asana, and email in the workplace left me feeling untethered. I struggled to know when to ask for more work and was even more intimidated when I felt like I might need something taken off my plate. My solution to this over the past couple of years has been taking advantage of every single video and audio chatting opportunity that comes my way. During video check-ins with my managers, I’ve been able to brain-dump my questions once a week rather than bombarding them via messages when I’m feeling confused about protocol.
As their manager: Substitute desk-side chats with screen-sharing
When I first entered the workforce, I shared a small office with our entire department. Which meant I had (almost) unlimited access to both my peers and supervisors whenever I needed help. Our younger employees, who started working in a post-COVID, remote-first world, have no one next to them to turn to for help. It’s a loss I never really considered until I saw it firsthand. For me, making the switch to full-time remote years into my career was a welcome transition that saw my productivity skyrocket—but I already had the soft skills that come from working in an office to help me in new roles.
That context is crucial when considering how new entry-level employees get their questions answered. They can’t pull aside a friendly peer who can show them the ropes. Instead, they have tiny Slack icons and a list of names they’re not familiar with. With this in mind, I take every opportunity to screen share when anyone on my team has a question or when I’ve assigned them a new task. While this isn’t the same as walking up to their desk and showing them how to do something in person, visually seeing how a task is meant to be completed can go a long way in providing clarity.
If oversharing and emotions are interfering with your work…
As an entry-level employee: Ask yourself if your manager really has the answers
Where conversation flows more naturally in an office setting, the nature of virtual meetings brings out the blabbering in me. Far too often, I’ve found myself brain-dumping to one of my managers or sharing something about myself that is irrelevant to the meeting I’m in. Frankly, a lot of what addressing this problem has looked like for me is taking a moment to consider what my bosses can and cannot help me with before our check-ins.
Before the meeting, I’ll ask myself which of the anxieties that came up for me in the past week are things that they might have experience with or insight on. Sometimes, I’ll be stressed about something that falls perfectly in my manager’s wheelhouse, so I’ll know I can open up to her about it. Other times, I find myself taking a step back and deciding that that particular workplace anxiety is something I need to cover with a friend or another entry-level coworker. Doing so has helped me parse my work stressors between things that have an institutional solution (which I bring to my manager) and things that have an individual solution (which I work through myself).
As their manager: Sympathize and focus on what you can control
I was once a college freshman, working retail, crying in the stock room because I had Big Feelings at work. In retrospect, that was neither the time nor the place for me to express those feelings. But, the ability to compartmentalize my personal and work stressors didn’t arrive until years into my career. Separating work from life is always challenging, which means that when we’re experiencing stress in one of those areas, it can easily manifest in the other.
I wish I could snap my fingers and make everything OK for my direct reports, but I can’t—and that isn’t my job. Instead, when emotions start affecting how someone is feeling about work, I take a step back and put myself in their shoes. Chances are, I’ve felt exactly (or at least similar) to how they’re feeling. Then, I focus on what I can actually do for them. In many cases, that means reprioritizing their projects, moving due dates around, and offering unique accommodations if there’s a particular area causing stress. Being flexible is key; it gives employees the freedom to work through their feelings in the appropriate avenues and return to their regular responsibilities feeling reinvigorated. In the meantime, I often try to find something “fun” for them to work on when they come to me feeling stressed or burnt out.
If everyone around you is reevaluating their relationship with work…
As an entry-level employee: Try having “upward empathy”
I entered the remote workplace in the spring of 2021, right around the time that everyone started to actually appreciate not having to change out of sweatpants for the entire workday. Throughout my first few years of working remotely, this new approach to the workplace clashed with what can only be described as my overwhelming youthful enthusiasm for work. While my coworkers who had a few years under their belts welcomed an energetic shift, I was left with a lot of excess anxious energy that had nowhere to go once I started.
The mindset reframes that completely shifted how I felt about this hard-to-navigate dynamic came up in an interview on The Everygirl Podcast with Lauren McGoodwin of Career Contessa. McGoodwin highlighted “upward empathy,” which happens when an entry-level employee feels empathy for their manager. As new employees, we typically think of managers as having empathy for us, but a whole world of possibilities opens up when we start to have empathy for them. Considering how I could incorporate upward empathy into my workflow finally gave me a place to direct my entry-level eagerness in a work world that was reevaluating what a healthy work-life balance looked like. Thinking about how I could make life easier for my manager has meant gaining skills I might not otherwise have the chance to learn, including learning the ropes of audio and video editing and even experimenting with how AI can help streamline workflow. Having a decent work-life balance doesn’t always mean doing less. Sometimes, it means doing more work that you find more interesting or intellectually stimulating.
As their manager: Figure out what makes them excited for work and lean into it
There’s a lot of ~discourse~ around how the different generations approach their jobs. With each passing age group, workers seem to prioritize the life part of work-life balance a whole lot more—and I am 100 percent here for it. But in a world where the most important things to the newest generation of workers are maximizing their PTO, clocking off right at 5, and making sure they’re getting paid what they deserve, how do you make sure they’re also interested in and happy with their work? There’s a big difference in the output of employees who are simply signing on for a paycheck and ones who genuinely love what they do. Our job as their manager is to help them become the latter.
I know that not every aspect of a person’s job is going to be the most fun thing ever, but if I can, I always try to give my team responsibilities that I know excite them and make sure they’re growing in the direction they want. Rather than assume I know the best path, I use our check-ins to gauge how they’re feeling about their responsibilities and offer suggestions when things start to get a little mundane. By constantly checking in on how they feel about their work and pinpointing where they’re most interested in doing more, I can move them further in that direction when performance reviews and promotions come around.
If you’re struggling with engagement…
As an entry-level employee: Get involved at work to foster more connections
According to a 2022 Gallup survey, most young workers don’t feel a connection to their coworkers and are much more likely to be actively disengaged at work than previous generations. Doing good work means feeling invested in your workplace and work culture, and it’s harder than ever to achieve that level of community and enthusiasm in a remote environment.
In my experience, joining the Employee Engagement Committee at work was the biggest game changer for my own day-to-day enthusiasm for my job and my workplace anxieties. Knowing that there are other people, many of whom I have never met in person, in my workplace who want to organize opportunities for connection as much as I do helps me feel like my workplace is a true community rather than an ethereal swarm of Slack messages. Through EEC, I’ve made connections with coworkers with whom I rarely have a chance to chat on video, realized that it actually is possible to plan a fun virtual event, and found yet another outlet for my youthful enthusiasm. Finding opportunities for non-work chat, whether it looks like hopping on a committee or even just connecting with your manager over your mutual love of Taylor Swift, is essential for preventing workplace anxiety—especially on those WFH days when it just feels like you’re going through the motions.
As their manager: Dedicate time to connect on non-work topics
When I was a mid-level employee working in an office, I spent a lot of time getting to know my coworkers and supervisors on more personal levels. This meant chatting about the huge movie release we all saw over the weekend, Taylor Swift’s Lover announcement, or laughing over a funny meme we just saw. All this chatting, admittedly, is part of the reason my productivity went through the roof when I started working from home—but in the early stages of my career, it made going to work every day something I looked forward to rather than dreaded.
Now that much of our work is conducted from the comfort of our own homes, those opportunities for connection are few and far between. Something I’ve had to learn and am still getting better at is providing space at the beginning of (and sometimes throughout) meetings for more personal conversations. In more one-on-one settings, this means asking my reports about the things they did over the weekend or asking for their thoughts on whatever it is that went viral over the weekend. It is so easy for employees to feel isolated when their only real company is their laptop and re-runs of Gossip Girl playing in the background, so I try to remember that meetings have a secret second purpose: fostering connections between team members who rarely get face-to-face time with each other. But even on days with no meetings, reaching out with an article they might like, a book recommendation, or even a meme that made you think of them can go a long way in making employees feel like they’re part of a team rather than floating in the abyss.
Final thoughts on workplace anxiety…
From an entry-level employee:
Ultimately, reducing remote workplace anxiety starts with acknowledging that it exists. It’s different and less tangible than showing up to an office on the day of a big presentation or forgetting a coworker’s name, but it’s there nonetheless. Your approach to managing these new stressors will be different depending on your role, your company, and your pre-existing relationship with work—but the way we tackle remote work anxiety as teams and institutions start with open conversations. And if you want to be the one to get the ball rolling? Easy: just send this article to your boss.
From a manager:
Whenever I find myself struggling to understand what a direct report might be feeling, I remember little Garri crying in the stock room at her retail job. Granted, everyone I’ve worked with since then has it a little more together than I did, and it helps remind me that workplace anxiety is a real issue that I can do something about. The solution we, as managers, come to will (and should!) be different from person to person, but if you start from a place of sympathy, are flexible when you can be, and lean into the things that foster their growth and engagement at work, you can address workplace anxiety before it leads to an even worse problem. More

Every year, in the week leading up to New Year’s Eve, I reflect on the year I’ve had, round up vision board supplies to dream about the year ahead, and fill out reflection and goal-planning workbooks. Like most of us, I brainstorm goals for my career, relationships, social life, health, and more, and I think, “Certainly, I can accomplish all of these things by next year!” But despite my best goal-setting efforts and the deep excitement I feel for what’s to come, I can’t help but feel generally overwhelmed.
To be honest, I typically end up setting vague commitments, letting the year play out, and adjusting my path along the way, and that doesn’t always yield great results. Knowing this about myself, I wanted to try something new this year, and as always, the internet had an answer for me. Inspired by a popular time management book making waves across social media, I picked up a copy of The 12 Week Year by Brian P. Moran and Michael Lennington to see what the hype was about and attempt to plan my success.
After reading Moran and Lennington’s framework and advice, I’m here to share what I learned from The 12 Week Year, how I’m leveraging it all to set meaningful, measurable goals, and whether or not it’s yielded results for me so far.

Brian P. Moran and Michael Lennington

Leading experts on execution and implementation, Brian P. Moran and Michael Lennington share a how-to guide for those who are seeking to improve their execution effectiveness from one year to just 12 weeks. This book will help you redefine your year to create clarity and urgency on what matters now and ultimately speed your journey to success.

What is a 12 week year?
According to Moran and Lennington, “A year is no longer 12 months, it is now only 12 weeks.” This allows us to redefine the traditional framework of a full year; however, it’s important to note that this isn’t the same as dividing a calendar year into four (like you would when you plan quarterly). You can start your 12 week year at any time and count 12 weeks from your starting point to determine when your year ends. Basically, you don’t have to start on January 1 if you want to start crushing your goals using this framework—you can start counting your 12 weeks whenever you want! And after the 12 weeks is over, you can start again right away or whenever you’re ready. There are no hard and fast rules!
How do you structure your days?
When you have 365 days to achieve your goals, you don’t have to be as strict with your time as you do when you only have 84. Each moment in each day is important in a 12 week year, so structuring your day and outlining your tactics (or your to-do list) is crucial for making progress toward your goals. Your daily actions are what drive you toward actual change, so plan your days with actionable, specific, and time-bound tasks. For example, if you are planning to prioritize your health as a goal, some of your daily to-dos might include incorporating 30 minutes of movement each day on your lunch break (whether it’s a short walk, a workout, or light stretching) and eating at home five out of seven nights of the week. The tactics you set out to do should be clear enough that you can tell right away if you’re achieving them. Otherwise, it will be hard to tell at the end of your day, week, and full 12 weeks if you accomplished what you intended.
How can you be the most intentional with your limited time?
Achieving your goals requires more than planning and luck. You’ll also need to ensure you’re using your time intentionally. Moran and Lennington discuss intentionality and how, in order to accomplish your goals, you have to be intentional about how and where you invest your time. Time-blocking is a great way to ensure all of your time is well-spent. In the book, the authors discuss three helpful types of time blocks that hold a specific purpose, whether it’s to power through hard work or simply take a much-needed rest—because both are important for achieving your goals.

Strategic blocks: This is a three-hour block of uninterrupted time that you can schedule each week for deep, distraction-free concentration.
Buffer blocks: This is a block for unplanned and low-value activities that can feel rather time-consuming, and the allotted time varies for each person.
Breakout blocks: This is another three-hour (or more) block of time that is spent away from your work. Think of this as free time to be totally disconnected.

How do hold yourself accountable throughout a 12 week year?
Determining your weeks and structuring your days will help you pull together a strong plan, but it’s essential to implement accountability and progress checks to guide you. Moran and Lennington recommend spending 15-20 minutes at the beginning of each week and the first five minutes of each day reviewing your progress. This can help you determine the areas you’re doing a good job in, whether or not you’ve been allocating your time effectively, and where you might be falling behind and need to restructure your tasks and plans. Checking in with your progress frequently keeps your goals top of mind, too.
Moran and Lennington also suggest implementing a scorekeeping method to measure your weekly efforts. This doesn’t have to be complicated or overly strict, but it should give you a good idea as to whether you met your goals for the week or not. To do this, review the tactics you intended to complete throughout the week and cross off what you actually did finish. Then, count the number of tactics you completed and divide it by the total number you intended to do. This will give you your score for the week. Moran and Lennigton found that if you achieve a minimum of 85 percent each week, you’re likely to hit your goals at the end of the 12 week year!
Regular accountability checks and scorekeeping can let you know if you are truly making progress toward your goals because let’s face it: If we don’t measure ourselves, it’s easy to tell ourselves we’re making progress, only to come up short. These check-in points also allow you to assess whether you set the right tactics for yourself, which means that if there’s a tactic you aren’t hitting week after week, you should reassess it and adjust if needed.
How do you achieve your goals in less time?
The concept of the 12 week year is also built on three principles that, when executed well, drive personal and professional success. To achieve your goals, Moran and Lennington believe accountability, commitment, and harnessing greatness in each moment is crucial. While we already reviewed the importance of accountability and understand the importance of being committed to your work and your goals, harnessing greatness in the moment is a principle I had never considered before.
A lot of us think that greatness comes after we achieve our big dreams—like we’ll be happy when we achieve something—but the real power lies in believing in our greatness throughout the entire process. When we do this, we are more likely to do the things we need to feel great and enjoy the process along the way.
With the help of these three principles, we know our goals, we know what we need to do to achieve them, and we aren’t afraid to set boundaries around our lives and schedules to help us do so. All of these things bring us closer to success.
Source: @vlada-karpovich | Pexels
How I’m using 12 week years to crush my goals this year
I’m creating short-term visions
In the same way that people make a vision for the entire year, I made a vision board for my 12 week sprint. For the first time, I felt less pressure to do ~all the things~ and instead focused on a short-term vision. Moran and Lennington note that it’s essential to get specific about what you can do in the short term to take meaningful steps toward your bigger dreams. To do this, you should ask yourself a series of questions to identify what you want to achieve. Below are a few questions that are recommended in the book, as well as a few of my own, that I sprinkled in to ask myself to define my short-term vision and determine my goals.

What is most important to me in all aspects of my life?
How much time freedom do I want?
What income do I need (versus want)?
What do I find fulfilling?
What dreams do I have, and what risks or barriers are in my way?
Where do I feel most purpose-led?

I found that it was refreshing and exciting to let my mind wander in these directions. This process really helped me capture what I wanted to achieve without the pressure to be perfect or the rush to do everything all at once.
I’m determining measurable goals
According to the book, many 12 week plans should only include two or three goals. Since time is limited, they should be specific and measurable, as we discussed earlier. Ahead are the goals I defined for myself, as well as how I am planning to achieve them, in case you need some examples or inspiration for your own planning!
Grow my professional network
As much as I know that building a strong professional network and making connections is important (especially in an ever-changing job market), I don’t always prioritize time to grow mine. So, I’ve set this as a goal as part of my first 12 week plan to connect with and learn from like-minded professionals and expand my reach as a freelance writer.
To achieve this goal, I plan to post on LinkedIn at least three times per week, attend one networking event by the end of my 12 week year, and spend at least one hour per week engaging with other freelancers. As you can tell, these are all specific and measurable, so they are easy to score myself on.
Adopt a consistent morning routine
I know from experience that my mental health is better, that I’m more productive during the day, and that I perform better when my morning routine is consistent. For my first 12 week year, I knew that because of these things, I should give my existing morning routine an overhaul as it affects all aspects of my life and, subsequently, my goals.
To achieve this, my goal is to wake up at 6:30 am every weekday (no snooze button allowed), brush my teeth as soon as I get up, and get changed out of my pajamas before I leave my bedroom. These things will help me feel less groggy and more confident and prepared to take on the day. In addition to this, drinking at least one glass of water before I reach for a cup of coffee and setting a strict “no social media until after 10:00 a.m.” rule is present on my daily to-do list. With these things in place, I anticipate seeing my productivity and mental health improve significantly.
I’m documenting my progress and planning ahead
I used my first attempt at a 12 week year as an excuse to buy another planner I didn’t need (because duh) so I could track my progress along the way. On Sunday evenings, before bed, I document my progress by scoring my week. This usually looks like a written “Heck yes, I did it!” or “I missed this goal this week” for each of the tactics I outlined at the beginning of the week (or a simple checkmark and an X, depending on my mood).
Once I review my score from the previous week, I use that to guide the following. For example, if I didn’t post as many times on LinkedIn as I planned to the week prior, I make sure to prioritize that or do an extra post. I also use this time to put blocks on my calendar for different activities, ensuring I leave little wiggle room for determining how best to spend my time in the moment since breakout blocks (reminder: these are the time blocks spent away from work) are equally as productive, according to Moran and Lennington.
Final Thoughts
I’m only a few weeks in, but so far, I’m enjoying this framework and already seeing benefits. I don’t mean to brag, but since I started my first 12 week year, my scorecard has averaged a solid 90 percent! As a recovering perfectionist, I have to be honest and admit that because I always want a perfect score, I find it challenging to be honest with myself about my progress. However, I have recognized throughout this process so far that if I score perfectly, my goals might be too easy. Taking the time to pause and adjust for the greater good of my goals is all a part of growing and learning.
The 12 week year has taught me to find the excitement in goal-setting and fresh starts instead of feeling overwhelmed by them. I can’t wait to capture more of that “new year, better me” energy beyond the month of January and achieve more goals regularly, knowing that I have the framework and support to do it, thanks to Moran and Lennington.

Brian P. Moran and Michael Lennington

Leading experts on execution and implementation, Brian P. Moran and Michael Lennington share a how-to guide for those who are seeking to improve their execution effectiveness from one year to just 12 weeks. This book will help you redefine your year to create clarity and urgency on what matters now and ultimately speed your journey to success. More

In my 10 years of professional experience, at least five moments come to mind when I think of making big career moves. If I factor in minor, less large-scale changes, that number continues to grow. In those 10 years, I’ve worked at five different companies in six different roles across varying industries and skill sets, all while changing careers from an aspiring certified public accountant to a communications professional, freelance writer, and podcast host. All that to say, I have a lot of experience making career moves.
Throughout those years, I’ve honed in on a list of go-to questions I ask myself when considering a career move, whether because I’m feeling stuck workwise or because I’ve found myself at a career crossroads. Making changes in your life can be both exhilarating and terrifying, and career moves are no exception. The key is to assess where you’ve been, where you currently are, and where you want to go so you can be strategic about your next move. Ellen Taaffe, leadership coach, Kellogg Professor, former Fortune 500 executive, and TEDx speaker, agrees. She shares, “When thinking about a career move, consider what matters most in your career and life currently and in the next few years. Start with where you are and where you want to go.”
If you’re facing uncertainty in your career and trying to determine what’s next, ask yourself these 10 questions.
1. How am I feeling?
Before making any decisions, take a moment to check in with yourself. Taking a pulse check of where you currently are will help you determine your next best move. Sometimes, it’s necessary to slow down so we can move forward. Consider things like your satisfaction with your current role. Ask yourself questions like: Are you burned out by your workload or unsatisfied with your job? Are you being challenged by your work? Feeling underutilized or overutilized? Are you overwhelmed, happy, or content with your current situation? Pausing to get a clear picture of where you stand will help you decide where to go.
2. What am I really good at?
While we’re reflecting, take a moment to identify your strengths. These are the tasks and responsibilities you excel at in your current role and any previous positions. We’re not considering whether you like the task just yet (we’ll do that soon). Write down everything people turn to you to do because you’re the best of the best, whether it’s in your job description or not.
3. What work brings me joy?
Just because you’re good at something doesn’t mean you like it. I’m exceptional at doing the dishes, but does that bring me joy? Not exactly. Take inventory of the work and responsibilities that fulfill you and give you purpose in the workplace. What are you passionate about and absolutely love to do? Get clear on these items so you know which direction you should take in your career. And note, it’s okay if the things that once gave you joy don’t anymore. Our interests are sure to change throughout our careers.

Sometimes, it’s necessary to slow down so we can move forward.

4. Where do my strengths and fulfillment align?
You know what you’re good at and what brings you joy. Now, figure out where the tasks cross paths. Do your strengths and passions align with your current role and responsibilities? If not, are there opportunities for improvement? Understanding where your strengths and purpose intersect helps you appreciate your sweet spot and know what superpower you bring to the table. This is key to determining your next career move and where you can add value at work.
5. What are my non-negotiables?
Gone are the days when work was just a paycheck. There are a lot of aspects that make up an ideal working situation. Determine your non-negotiables and how many your current company and role check. Then, do your research to see if some other roles or companies could meet your needs.
Some non-negotiables to consider include:

Work Location: Do you want to work in-person, hybrid, or remotely?
Benefits and Perks: What benefits are an absolute must? (i.e., medical, dental, vision, 401(k), paid time off, gym reimbursement, mental health days, tuition assistance, parental leave, etc.)
Work Environment: What’s your preferred industry (i.e., tech, financial services, retail), company size (i.e., small, medium, large), physical location (i.e., close to your current address, in a different state), company culture, etc.?
Team Environment: Do you want to manage others or work as an individual contributor? Do you prefer a large team, a small team, collaborative work, or asynchronous work? Do you want coworkers you can relate to? Do you have preferred team dynamics?
Finances: What’s your preferred salary, bonus potential, stock options, etc.? What financial situations (i.e., student loans, debt, saving for a down payment on a house) do you need to consider?
Growth Opportunities: Are you looking for the potential to advance at a company, professional development opportunities, ability to grow a team, etc.?
Responsibilities: What are the tasks that absolutely need to be included in your role or that you absolutely don’t want to do?
Title: Is there a specific title you’ve set your sights on?
Work-Life Balance: How do you want work to integrate into your life?
Risk Tolerance: Are you a risky or risk-averse person? What risk level are you comfortable with? Taaffe recommends asking yourself, “In six to twelve months, would you regret staying or leaving more?” This helps identify the risk to our careers and mindset of staying in a questionable situation or leaving as we leap into the unknown.

6. What are my values?
We often hear about company mission statements and values, but what about your personal values? What do you value in your life and career? Maybe you’re passionate about helping others or the environment. Or perhaps you want to drive diversity and be a female leader in a male-dominated industry. There is no right or wrong answer. Values are personal to everyone. If it helps, take a moment to draft a personal mission statement that can serve as your guidepost when determining your next move.
7. What are my career aspirations?
Up to this point, we’ve gotten a good picture of where you’ve been and where you currently are. Now, it’s time to focus on where you want to go. Are you an individual contributor wanting to move into a management role? Do you want to change industries? Have you been thinking about starting your own business? Maybe you want to go back to school. Dream big here. There are no limits to what you want to achieve in your career. Aim high. You may not get there in your next role, but it’ll help you be strategic to figure out the next best career move for you.

8. What do I need to support my career advancement?
Once you know where you want your career to go, it’s time to assess what you need to get there. Do you need more exposure or opportunities in your current role to land a promotion? Would you benefit from having a mentor? What about joining a professional organization or volunteering? Or maybe you need to identify learning opportunities to upskill and further your career. “As technology continues to evolve, it’s essential that everyone develops skills to adapt,” shares Amanda Brophy, Director of Grow with Google. “Today, 92% of jobs require digital skills, and this percentage is only expected to grow. Proactively upskilling helps employees keep their skills current and makes them more marketable internally and externally.”
Keep in mind you don’t need to solve the entirety of your career equation right now. You just need to identify what the next one or two steps might look like. So, while a big promotion might be your goal, your next move might look like asking to get on a new project to demonstrate your leadership skills. Or, if you’re looking to break into a new industry or sharpen your skills, obtaining a certificate or taking classes can be the differentiator between you and another candidate.
9. What’s next?
Up until this point, you’ve done a lot of reflection. You’ve taken inventory of where you are and where you want to go, and now it’s time to decide what’s next. “The decision to change companies or roles is an individual one,” Taafee shares. “I suggest you reflect on your progression, learning, and motivation to determine if it’s time to move on.” After assessing your current situation, desires, and other data points, it’s time to determine if your current situation and company align with where you want to go. You’ll likely be met with one of these four main paths:

Growing in your current role at your current company,
Finding a new role at your current company,
Looking for a similar role at a new company, or
Moving into a new role at a new company.

That’s not to say there aren’t other options available to you but to help you simplify it, those four paths are a good place to start. Also, whatever path you choose, know that other opportunities are available to meet your needs. You can start a side hustle, take up a new hobby, go back to school to obtain a degree or learn new skills via a certificate program, among other things.
10. What’s my gut telling me?
We can aspire to make logical decisions based on data and pros and cons lists, and I wholeheartedly agree that data serves as a guiding light. But something else can also steer us on the right path: our guts. What direction is your gut telling you to take in your career? It may be completely different from what the data tells you and contradict everything you thought you wanted. But I’m here to tell you that’s okay.
I believe we have gut reactions to choices because we’ve acquired a million data points from other situations in our lives. So, while a gut reaction might feel nonsensical, it’s our body’s way of steering us in the right direction for us. At the end of the day, you need to lay your head on your pillow at night and be happy with the choices you make. So, assess the data, listen to your gut, and be prepared for amazing things. More

When was the last time you did something for fun? And by doing something for fun, I don’t mean going out for dinner and drinks or binge-watching your favorite show. I mean doing something that has no end goal besides being a source of joy or peace in your life. Maybe you love baking but haven’t found time recently to whip up your favorite treat. Maybe you’ve been meaning to finish knitting that scarf you started months ago for weeks now. Or maybe you have a blog but haven’t written anything for ages. For many of us, myself included, it’s been a horrifyingly long time since a beloved hobby was just a hobby. In high school, my dance classes and lacrosse practices became fodder for my college applications; in college, my passion for reading and writing funneled neatly into my major and my career. Suddenly, as an adult, I have come to a startling realization: By monetizing all of my hobbies and giving each of my pursuits a distinct end goal, I accidentally forgot how to have fun for fun.
No matter what stage of life or career you are in, chances are that at some point, you’ve taken the “work hard, play hard” mindset and blended the working and playing part together. Whether you’ve chosen to pursue a career path that strikes all of your main personal interests (go you!) or you’ve opted to turn something you love to do for fun into a side hustle, it can be easy to assume that the best way to make the most of an activity that brings you joy is to turn it into something that also makes you money. However, there’s something to be said for doing things purely for the delight of doing them, without monetizing the activity. How do you really know when your hobby should stay a hobby? Here are four expert-backed questions to ask yourself before you start turning something you love into a job or side hustle.
1. How much passion and interest do you have in this hobby?
Turning a hobby into a side hustle requires time and energy, meaning that chances are, you’re going to have to love it a lot in order to still find joy in the process once you’ve monetized the activity. According to Registered Clinical Counselor Niloufar Esmaeilpour, reflecting on whether you want to do something for the sake of making money as opposed to the enjoyment of the process will better position you to make a thoughtful decision on monetizing that hobby. “If you genuinely love what you’re doing, monetizing that hobby might enhance your enjoyment,” Esmaeilpour said. “However, if the pursuit becomes solely about making money, you may risk losing the intrinsic motivation that makes the hobby enjoyable in the first place.”
If you’re starting to get an inkling that you might want to turn an activity that you do for fun into a job or a side hustle, weigh your level of passion and interest with the hobby itself. Is this something that you will still be able to love when it becomes a source of income? Can your passion for this activity withstand the pressure of deadlines and goals? If the answer is yes, you might just have a candidate for a hobby that you can turn into a little extra cash.
2. Will you be able to maintain a healthy life balance if you’re turning your hobby into a side hustle?
One of the great things about a hobby is that if you miss a day or drop the ball, it’s no big deal—you can easily pick back up where you left off without facing any penalties. On the flip side, when you’re doing something that you love as a moneymaking enterprise, there are expectations that you have to meet to be successful. Esmaeilpour recommends considering whether monetizing a hobby will significantly disrupt your work-life balance, especially if you’re planning to turn it into a side hustle. “Maintaining a balance between your hobby and other responsibilities is crucial. Consider whether the demands of monetizing the hobby will disrupt your work-life balance or lead to burnout,” Esmaeilpour says.
Sometimes, hobbies themselves are stress relievers, which is why it can be valuable to keep money out of the picture. For example, if you’re a talented painter or love to bake and know that other people are impressed by the things you make, consider whether you’ll be able to still make time for adequate stress-relieving activities if you start making money from your creations. After all, your health and overall well-being should come first, so making sure that you can keep those things up is essential.
3. What is your skill level with this hobby, really?
This can be one of the toughest questions to ask yourself when it comes to turning something you love into a job or side hustle, mostly because it means being brutally honest with yourself about your talent and whether or not you want to put the pressure of moneymaking on that talent. Regardless of what your hobby is—whether it manifests in a physical product, or is a skill in itself like teaching a type of class—consider whether your skill level with this hobby has actual market value before launching it into a business or side hustle.
If this hobby is something that you really want to turn into a moneymaker, that might mean investing time and money in training and development of the skill. “Monetizing a hobby may require a higher level of expertise and professionalism,” Esmaeilpour says. “Consider whether you are ready to invest in further education or training to improve your skills.” While we are all certainly capable of doing something that we love in order to make money, it’s crucial to examine the background work that goes into turning something into a marketable skill, and whether we want to do that background work in the first place.
4. What is your end goal of monetizing this hobby?
While there’s nothing wrong with monetizing something that you love to do for fun, ultimately, you have to know where you want the activity itself to go in your life once you’re doing it for more than fun. Do you want to turn this into a full-on career, or are you only looking to have a side hustle? Are you trying to cover the expenses of the hobby itself simply by turning it into something that makes money? According to Esmaeilpour, getting honest with yourself about your goals and expectations will ensure that you still experience the joy of the hobby, even if you do end up making some extra cash off of it.
Making money from something that you love to do can be incredibly rewarding—but maintaining things that you love to do outside of the pressures of financial gain is crucial for our overall happiness. After all, a true “work hard, play hard” mentality will involve a division between the two, so that you can have both sources of work and play at the same time. As for me, I’m beyond excited to pick up a book for fun for the first time in many, many years—and not tell anyone what I think about the book when I’m done reading. More

I love a good pumpkin spice latte just as much as the next person, but I will still gladly choose summer over fall any day of the week. Despite the fact that autumn is the most popular season, the cooler weather and shorter days just don’t do it for me (even though I’ll never turn down an opportunity to watch my favorite comfort show). Truth be told, I often find myself unmotivated to work hard and reach my goals during this time of year. So if you’re like me and also find the transition from summer to fall a nightmare for your work life, there’s a strong chance you’re no stranger to “autumn burnout.”

In this article

What is “autumn burnout,” and what causes it?
The term “autumn burnout” refers to feeling completely mentally, physically, and emotionally exhausted during the transition from summer to fall. While this can stem from things such as seasonal affective disorder (SAD), it’s often a direct result of the increased pressures and demands that go against our biological body clock.
Where summer is all about relaxation and long days outside filled with vitamin D, fall is all about cooler weather, shorter days, and more time spent indoors. Not only can this lack of physical activity and sunlight seriously affect our energy levels, but it can also leave us feeling unmotivated to work hard and reach our goals. Plus, transition anxiety is very real, and a change in season and climate can be triggering for those who have a hard time dealing with change.

Signs you’re suffering from autumn burnout
While everyone is different, there are some telltale signs that mean you’re suffering from autumn burnout. So, use these universal red flags to spot when you’re approaching or suffering from burnout this fall:
1. You feel unmotivated and exhausted
If you’re dreading what’s on your calendar, are struggling to complete tasks, and feel overwhelmed by literally everything, you’re likely suffering from autumn burnout. This is especially true if these feelings are ongoing. Unlike normal fatigue, exhaustion burnout can’t be cured by a good night’s sleep, and taking a work break won’t restore your motivation or ambition.

2. You’re experiencing sleep issues
It’s no secret that getting the right amount of beauty rest each night is imperative for your health, but you’re more likely to experience sleep issues when you’re burnt out. This is because stress releases adrenaline and cortisol, and these two hormones trigger the body’s fight-or-flight response and in turn make you more alert. If you’re feeling particularly stressed during the day and are having trouble falling asleep and staying asleep, it’s likely a result of burnout.

3. You’re apathetic about your job
They say if you love what you do you’ll never work a day in your life, but I beg to differ. While I love my job and wouldn’t change it for a thing, there are still days when work feels like work. So if you’re passionate about your career but find yourself growing indifferent towards or frustrated with it, you’re likely burnt out. Likewise, experiencing decreased productivity and overall work performance are also major signs of autumn burnout.

4. You’re cynical and irritable
Cynicism and irritability are two major red flags that you’re approaching burnout or are already there. After all, burnout makes you more susceptible to lower mood levels because it depletes your mental, emotional, and physical resources. If you’re more pessimistic than usual, there’s a strong chance you’re experiencing autumn burnout.

How to treat autumn burnout
1. Prioritize a healthy work-life balance
Maintaining a healthy work-life balance is truly key to treating burnout as the seasons change. This means setting boundaries between your work and personal life—not answering emails after a certain time, clocking in and out at a reasonable hour, making your weekends all about you and forgetting about work, and so on. Additionally, give yourself time to recharge every single day. Let yourself indulge in a morning workout or a nice breakfast and unwind with some reading or journaling in the evening after work. Setting aside time for yourself will allow you to decompress, de-stress, and release whatever’s bothering you.

2. Focus on your health
Health is wealth, and you naturally feel more motivated and perform better at work when you feel good inside and out. So, treat burnout by prioritizing getting enough sleep every night, exercising regularly, drinking plenty of water, and eating well. You’ll feel strong and well-equipped to handle whatever comes your way and able to thwart burnout easily because you’ll feel good. Plus, taking care of yourself will make you feel proud and accomplished.

3. Plan ahead
Planning ahead is one of the easiest ways to ease anxiety and stay grounded and calm during times of stress and pressure. Set aside time before the start of each week (on Friday or Sunday) and plan out your schedule; your schedule should include work priorities and tasks, chores, and other necessary appointments or errands you have to get done. By taking the time to do this, you’ll remove one extra step for yourself in the morning—you won’t have to wake up and plan out your day. In turn, this will make your days seamless, and your productivity will soar.

4. Stay connected
Isolation is one of the worst things for your mental health, and becoming disconnected is easier than ever thanks to remote jobs and busy schedules. For this reason, make an active effort to stay connected to the important people in your life on a regular basis. Regardless of whether you text or meet in person, talking to others will remind you that you’re not alone and will help you get out or stay out of a funk.

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When it comes to social media trends, I don’t think there’s one I’ve fallen for more than the trend of romanticizing different areas of your life (get it?!). Lame jokes aside, romanticizing is the idea that you can add pleasure and enjoyment to things beyond just dating or your relationships. It’s about living a quiet life and intentionally making an environment you love to spend time in, whether that’s by cooking meals you enjoy, refreshing your space to be more you, or taking yourself on dates on a regular basis. It’s the antithesis to the hustle culture we all grew up in, and I was so excited to give it a try when I stumbled across it.
After spending some time romanticizing my day-to-day life for a while, it got me thinking about whether the trend could also be applied to my career, and if so, how? Working a 9-5 or being self-employed isn’t an area that we often think about as being soft and enjoyable, but maybe there’s a way to bring in some of the best parts of romanticizing. I’ve spent the last month trying to romanticize my career and have thoroughly enjoyed the process, and now I’m sharing what I’ve learned along the way so you can too.

Change your mindset
If you’re working a job that doesn’t make you leap out of bed every morning, you’re not alone. Having to work for a living isn’t something that most of us want to do, but that doesn’t mean you should view it as a chore and slog through the day—waiting until 5pm or Friday to roll around is no way to live. When I decided to pull in elements of romanticizing to my career, the first place I started was looking at what I liked about my job. I love writing and I love the flow I get into while strategizing and editing other people’s work, so I chose to focus on that part of my role and remind myself how lucky I am to get paid to do that. It might sound fluffy, but I found myself having less Sunday scaries leading up to the work week and more enjoyment in the moment when I made a real effort to focus on the positives of my career throughout the day.

Create a space that makes you happy
This tip was the biggest game changer when it came to adding more joy and intentionality to my work. I don’t know about everyone else, but sometimes I get so set on the functionality of my office that I don’t take the time to optimize it for what I actually like. With the goal of creating a space that made me feel like the main character in a cozy fall rom-com, I revamped my home office and brought in some fall candles, hung some aesthetic prints from Etsy, lit my diffuser, and swapped out my clunky black office chair for a cute beige fuzzy one (that still supported my back, because that’s key!). Trust me when I tell you that it made a world of difference when I sat down to do my work in a space that was so pretty and calming.
If you’re in a physical office or have less ability to modify your space, focus on the small things to make your day more enjoyable: always have a soft sweater or blanket nearby if it gets cold, keep photos you love on your desk, and have a stash of your favorite pens or office supplies ready to go (I swear by my pink Post-Its and Zebra BP pens!). I also recommend that everyone updates their laptop background photo to something seasonal and inspiring (*cough* The Everygirl monthly backgrounds *cough*). It might seem trivial, but the little things can really impact your overall mood each day!

Be intentional about your breaks
If taking a work break often looks like scarfing down a granola bar while scrolling TikTok for 10 minutes only to jump immediately back to your computer or hop on the next call, listen up! I was in the same camp—it’s basically the opposite of slow and intentional, and nobody would be calling it romantic. I decided that my breaks needed to change in the name of romanticizing my career, so I started planning out what they would look like at the beginning of the day. I sometimes take a phone-free walk outside, spend some extra time brewing a special coffee and drinking it on my balcony, or using the time to play with my dogs or call my mom. By actually taking a break and giving my brain time to not be online or productive, I noticed that I felt refreshed and ready to pick back up when I sat down at my desk to start working again. That calmness trickled through the rest of my day, giving me perspective and helping me feel less overwhelmed.

Engage all of your senses
When I started researching the steps to romanticizing my life (according to the TikTok girlies), I quickly discovered that engaging all of the senses is key. To bring this into my daily 9-5 and my evening freelance work, I decided to have a quick morning checklist I would run through to ensure I was covering all my bases before starting work. For smell, I would turn on my favorite diffuser scents or light a candle. For touch, I’d wear clothing that I loved and was comfortable instead of stuffy corporate wear or yesterday’s sweats. For sound, I’d play some soft folk or instrumental playlists (the Little Women soundtrack is amazing and motivational!), and taste was always fruit-infused water, coffee, or tea. As for sight, I hung new art and made an updated vision board with some aspirational career goals instead of the bland calendar I used to have above my desk. These are small things, but they really made my day feel so much more enjoyable and reminded me that my 9-5 could be a lot more pleasurable if I put a little effort in.

Set boundaries that work for you
While it’s not something exclusive to the idea of quiet living or romanticizing your life, setting healthy boundaries is a key part of making your work days more enjoyable and relaxing. If you’re spending all of your time accommodating other people’s needs or doing things you don’t want to do, you’re going to feel resentful and burnt out pretty quickly. When it comes to your career, take some time to really consider if you can take another task with your current workload or if you want to volunteer for that extracurricular before signing up, and chat with coworkers about what your ideal work day looks like so they can be aware. For me, I recently chatted with my manager and was able to delegate some projects that were less interesting to me so I could focus more on the work I really enjoyed. This, in turn, allowed me to finish work by 5pm more often and gave me back my evenings so I could focus on new hobbies, self-care, and socializing, which made me a lot happier and more relaxed overall.

Take your time
I knew that slowing down and being intentional was at the heart of the romanticizing movement and something I really wanted to try to pull into my fall work days, especially when receiving constant emails and never-ending Slack messages. When I took a closer look at my habits, I was shocked at how often I was immediately dropping everything to respond to an email or hop on a call without taking a moment to collect myself first, and how that made me feel like I never had enough time in the day (plus my stress levels would jump with each *ping*). When I implemented a rule of waiting a little bit before responding to messages or calls, my anxiety levels went way down. It also reduced the amount of back-and-forth needed when I stopped to really examine the ask or question before responding. That’s not to say you should ignore everything or completely disregard all deadlines (definitely don’t do that), but it’s worth remembering that not everything is an emergency. Adding more calm and pleasure into your day can really be as simple as pausing and taking a moment to yourself before jumping into action—your peace at work is worth slowing down for!

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