Written by: Ellison Clark, Executive Contributor Executive Contributors at Brainz Magazine are handpicked and invited to contribute because of their knowledge and valuable insight within their area of expertise. Polycystic Ovary Syndrome (PCOS) is a common hormonal disorder affecting an estimated 10-15% of women or people born with a uterus. Along with its many symptoms, PCOS can also lead to various metabolic and reproductive health issues. Therefore, managing PCOS is essential for women's overall health and well-being. One of the key areas of managing PCOS is nutrition. A well-balanced diet can help regulate insulin levels, reduce inflammation, and improve hormonal imbalances. However, it is crucial to approach nutrition with a Health At Every Size (HAES) mindset. HAES is a weight-inclusive approach to health that emphasizes body diversity, respect, and appreciation for all body sizes. Instead of focusing on weight loss or the number on the scale, HAES prioritizes health-promoting behaviors, such as eating a balanced diet, exercising regularly, and getting enough rest. For women with PCOS (and even without), HAES can help reduce the harmful effects of weight stigma and improve overall health outcomes. Here are some nutrition tips for women with PCOS based on a HAES approach: Focus on nutrient-dense foods: Incorporate whole, minimally processed foods Into your diet, such as fruits, vegetables, whole grains, lean proteins, and healthy fats. These foods are rich in vitamins, minerals, and fiber, which can improve insulin resistance and reduce inflammation. Balance your macronutrients: Aim for a balance of carbohydrates, protein, and fat at each meal. Be aware that highly processed foods and sugary drinks can increase insulin levels and exacerbate PCOS symptoms. Eat regularly: Consistency is key when it comes to managing insulin levels. Aim to eat meals and snacks every 2-4 hours throughout the day rather than skipping meals or restricting calories. Practice mindful eating: Pay attention to your body's hunger and fullness cues. Eat slowly, and savor each bite. This can help you tune into your body's natural signals, leading to a more satisfying and enjoyable eating experience. Incorporate movement: Engage in regular physical activity that you enjoy, such as yoga, walking, or dancing. Exercise can help regulate insulin levels, reduce stress, and improve mood. However, be mindful of overexercising, which can lead to burnout and injury. Seek support: Consider working with a registered dietitian who specializes in PCOS and a HAES approach. They can help you create a personalized nutrition plan that supports your unique health needs and goals. To tie a pretty bow around all of this, managing PCOS with a HAES approach involves focusing on health-promoting behaviors rather than weight loss. A well-balanced diet, regular physical activity, and self-care practices can help women with PCOS improve their overall health and well-being. By prioritizing body diversity and self-acceptance, women with PCOS can improve their relationship with food and their bodies, leading to a more fulfilling and joyful life. Follow me on Facebook, Instagram, LinkedIn, Pinterest, and Youtube, or visit my website for more info! Read more from Ellison! Ellison Clark, Executive Contributor Brainz Magazine Ellison Clark holds a Master of Science in Human Nutrition and is a Registered Dietitian who specializes in PCOS and hormone health. She guides her patients with a non-diet and Health at Every Size approach. She believes in using food as a first line of treatment and identifying the root cause of your symptoms to get rid of PCOS for good. Ellison has worked with over 100 people with PCOS to identify the root cause of their PCOS symptoms and put those symptoms into remission. If you are interested in learning more about how you can work with Ellison, click here.

Written by: Dianne McKim, Senior Level Executive Contributor Executive Contributors at Brainz Magazine are handpicked and invited to contribute because of their knowledge and valuable insight within their area of expertise. When you were in class did you panic or get scared when it was test time? Did the mind go blank or details forgotten? What happens when you are tested in other areas? Testing may not look the same in different situations. Testing may look like challenges, struggles, issues, conflict, uncertainty, hurts, or offenses. So what do you do when these testings come your way? In my overcomer series we cover some of the various topics that can cause these testings and ways to overcome these issues. Below are the Main topics with two key points and just a few of the tips offered in each session. 1. Handling Stress we each may experience stress differently, yet there are many common symptoms including: difficulty sleeping, weight gain/loss, stomach pain, irritability, fatigue, etc. a few things you can do to help yourself manage your stress include: acknowledge 2-3 things daily for which you are grateful, incorporate movement in your day (walking, dancing, cycling), and eat healthy incorporate protein in every meal to help keep your cortisol levels in check 2. No Fear, Worry, or Anxiety these are three powerful emotions that can cause strong effects on our minds and body some of those effects include: heart racing, shallow breathing, sweating, stomach churns, dry mouth, etc. Break free by getting up and moving to release those feel-good endorphins, build a good support system of people who can help you work through these emotions, find contentment with what you do have, and don’t compare to others. 3. Manage Your Anger anger can rise up within us in a way that causes us to wonder where it came from being stuck because your anger is related to another person’s actions results in you allowing that person to exert control over your life to release or manage your anger first acknowledge its existence, be willing then to consider your perspective about the situation, adjust to allow for personal and spiritual growth 4. Victim Mindset this is often seen in people who are always complaining about their lives and how it seems to them that the world is against them those living in the victim mindset are genuinely suffering as a result of how they see and experience their lives some ways to stop being a victim are to see yourself as a survivor of the things that have occurred in your life, to be kind and compassionate to yourself, and to practice being thankful 5. Boundaries they show us what we are responsible for and what we are not responsible for in life setting and establishing healthy boundaries comes with lots of questions and possibly guilt A few ways to establish these healthy boundaries include setting consequences with others when they violate your boundaries, don’t let your feelings rule, and own your thoughts 6. Handling Conflict conflicts in relationships can cause a litany of negative emotions for you and the others involved Low self-esteem can affect interactions causing great conflict Work at knowing your strengths to build your self-esteem, have more open communication, remain calm to properly assess the situation, and look for common ground on which you can agree 7. Confidence for Life confidence is the feeling or belief that you can rely on something or someone confidence can be learned and no one feels confident 100% of the time to gain the confidence you may need to assess where your lack of confidence has roots, acknowledge when you don’t know something, ask for feedback or help to boost your confidence levels, and practice doing what you are unsure about doing. As you can see there are many ways to overcome issues of life, and these few suggestions are only the tip of all the ways to improve and grow. If you are interested in participating in the Overcomer Series Lunch n Learn, just reach out to me here and let me know which of the 7 you would like to join. You can overcome the struggles and challenges and rise above them. You can do it! Want to learn more from Dianne? Follow her on Facebook, Instagram, Linkedin, and visit her website. Read more from Dianne! Dianne McKim, Senior Level Executive Contributor Brainz Magazine A Certified Career, Leadership, and Life Coach, Workshop Facilitator, Author, Speaker, and Guest Interviewee, Dianne McKim has the professional training, personal experiences, and knowledge to help clients successfully grow and thrive. Dianne enjoyed a long and impactful career in Corporate America, successfully leading teams, influencing peers, mentoring team members, and interacting at all corporate levels (including C Levels). During that time, she developed strong relationships with executives, management, peers, and team members, allowing her to successfully spearhead major projects while negotiating, and navigating bureaucracy. ​ This wasn't always the way, however. Dianne is an abusive relationship survivor, who navigated through a long and difficult divorce, which resulted in her running a household, working full time the whole time, and raising children as a single mom for 14 years. She dealt with family issues, job losses and job searches, loss of relationships, a lack of confidence, and very low self-esteem. Over time, Dianne rebuilt her life, rediscovering herself and strengthening her confidence. As she did, she learned how to stand strong in her abilities, understand her value and embrace her identity. As her confidence grew, she discovered how to have professional success, personal contentment, and spiritual fulfillment. Dianne has taken all that she learned, along with her unparalleled ability and deep care and compassion for others and began Precious Stones Coaching. Her coaching style is inviting, understanding, and encouraging with just the right amount of leadership, guidance, and accountability to help her clients focus on their priorities and accomplish their goals. Dianne wholeheartedly commits to helping her clients achieve and fulfill their calling, purpose, and destiny.

Written by: Joe Nabrotzky, Executive Contributor Executive Contributors at Brainz Magazine are handpicked and invited to contribute because of their knowledge and valuable insight within their area of expertise. The 1 most impactful action you can take to improve how you manage people and become the boss top talent wants to work for is to hold consistent, reoccurring one-on-ones or “O3s” with each of your employees. Whether you call it an O3, one-on-one meeting, 1:1, 1-2-1, 1-on-1, or check-in, we’re talking about conversations where it’s just you as the manager and one of your employees. Why hold O3s? First, O3s focus employees on their priorities. Your role as a leader is to get results. Results with and FOR those you lead, whether that’s your team, your organization, your family, or your community. People want to collaborate with or follow you because you help them get results, both in terms of the Key Performance Indicators (KPIs), but more importantly, in the person they have to become to achieve that outcome. As you move from an individual contributor to a manager of people, you are no longer responsible for the results you can solely produce, but are now responsible for THE PEOPLE who are responsible for producing those results. In this new paradigm, you get results by first, envisioning the future results you want; and second, inspiring and equipping other people to get those results. Even if you have a defined vision, many leaders aren’t able to lead people to that vision. How many times have you sat down with a direct report (a direct is someone who reports to you as their manager), and you go over a problem, opportunity or project and leave thinking the expectation was crystal clear, only to find a few weeks or months later that the end deliverable is completely different than what you thought it should be? Or you find they’re spending time and resources on something that doesn’t have sponsorship and will never get launched. You need a mechanism to ensure they are focused on the right priorities, and that when they get off course, which they will get off course, you can realign them to the vision. Second, O3s address issues earlier in the process and with more speed An employee trying to reach your vision is like a rocket reaching a target. Along the way, a rocket is off course most of the time since there is no perfectly straight path. But it will eventually reach the end destination because it’s constantly doing small course corrections. O3s allow you to make course corrections early in the process when issues are still small and manageable, before they blow up into big problems. One of the main reasons why leaders don’t yet have consistent one-on-ones is because they say they don’t have enough time. I’ll be the first to want to cut down the number and time spent in meetings, but the opposite is true for O3s. When you have a consistent, reoccurring O3 on both calendars, the number of times an employee drops by for a “quick sec” with items that they could solve themselves will drop, and they’ll come more prepared for the time you do have together. And because you fixed problems earlier in the process, you won’t waste time and resources, all while having a faster resolution of issues. All this saves time. Not having time is the most common concern I get, yet once leaders implement O3s in how I teach them, they all come back and say how much time they gained back. Remember, your job is no longer only doing all the work that needs to get done. That’s what it was when you were an individual contributor. Think of your main work now as the people who are doing that work. You’re a people development factory and your product is people who can do the work. As a leader, success is based on what your team members can do, not what you do. So the time you invest in making sure they know the expectations and are getting your feedback and coaching, the faster they can meet or even exceed where you could have gone alone. If time is still a concern, you can schedule the O3 during lunch, or to grab a cup of coffee, or while you take a walk. Third, O3s improve communication One of the biggest complaints from employees is that they don’t feel like they’re getting enough communication. And when managers hear this, they think that means they need to talk more. But, employees don’t usually want to hear more from you. No! They want you to listen more to them. O3s give you a forum to consistently and deliberately practice active listening. Employees will be more willing to give you discretionary effort when they feel listened to and that you care about them. O3s are the best, and in most instances the only forum where you can have an honest, private conversation about what’s really going on – at work and at home. Fourth, O3s provides a forum to engage and retain employees Another main challenge you face as a manager is that people leave. Or if they don’t leave, they disengage and stay. The Gallup organization reminds us every few years that nearly 70 percent of employees are actively disengaged. A great leader is able to retain and engage great talent. Global studies reveal that 79 percent of people who quit their jobs cite ‘lack of appreciation’ as their reason for leaving. Recognition is the number one thing employees say their manager could give them to inspire them to produce great work. Some of the main reasons people leave companies is because they don’t feel appreciated, or believe their manager cares about them or their future enough to challenge and develop them. O3s give you a consistent forum to recognize what they’re doing. We all just want to be seen and feel like we matter. Taking the quality time to engage one-on-one with your employee sends the message, "I see you!" and "You matter to me and this team!" How can an employee believe you really care about them and have a relationship of trust if they don’t regularly speak with you? How can you know when their thoughts are shifting to wanting to leave if you don’t have a mechanism to understand what they’re thinking? If not through your O3s, what are you doing, as their manager, to make sure they are engaged, satisfied, and making the best contribution to your organization? Where do you get as good an opportunity to truly connect with your employees and apply all your other important leadership "soft" yet very hard to do skills like showing courage and vulnerability (thank you, Brene Brown), giving them feedback and coaching, or delegating and developing them? What do the data say? Employees who DO have regular O3s with their managers are 3 times more likely to be engaged (Gallup 2014). Only 15% of employees who work for a manager who does not meet with them regularly are engaged. Employees of managers who DON’T have O3s are 4 times as likely to be disengaged (Harvard Business Review). My experience from majoring in leadership in both my undergraduate, MBA, and post-graduate studies, to starting and running a company, to being an HR Executive leading leaders in both a Fortune 100 company with 130,000 employees and a smaller $3 Billion company with 7,500 employees shows that no matter how hard you try, it's nearly impossible to establish the type of relationship that can help you be more effective without doing consistent, scheduled O3s. How often and how long Ideally, leaders should schedule weekly reoccurring meetings for at least 30 minutes. However, it could be adjusted based on the size and proficiency level of your team. If you support sales professionals, a monthly one-hour O3 may be more appropriate. If you manage more than 10 direct reports, you could move to bi-weekly or at most monthly O3s, but I don’t recommend you have them any less frequently. The point is that you want a consistent forum that your directs can count on. With new employees or those with new responsibilities, I’d give them time with you even more frequently and for a longer duration. When I hire a new employee into my team, those first few months are critical and the amount of questions and direction they need is best addressed with more and longer one-on-one time. Lastly, set reoccurring meetings on both calendars. They need to know the specific date and time when they’ll get time with you next. When the meeting at the appointed time doesn’t work, please don’t just cancel. Instead of canceling, try to reschedule during that same week. You begin to lose trust when you keep canceling, even if you tell them all the good excuses in the world. 5 topics to cover in every O3 I like to start off with some type of personal connection. This may even feel a little weird at first if you haven’t been building that relationship, but it's critical. Over time, the hope is you’ll not have to pretend to be interested in them, but will genuinely be interested and curious about learning about them. People are amazing. And when you approach every person by realizing there is something amazing about them, you’ll find it. It can be very simple like asking about their weekend or finding out what their hobbies are, or something their child is into. Over time, you’ll find more you can talk about and build that connection. This part is something under a minute and other times can be more. I then transition by simply saying, “what’s on your mind?” The first several months of O3s, you may need to coach them a little on what you want, and you may even have some awkward cricket moments as they learn how to use that time better and come more prepared. To help them prepare in advance, I have a few key questions that I’ll bring up like, ‘what successes can we celebrate today?’ I start almost every meeting with that question, and will sometimes offer the item myself based on what I’ve seen that I want to recognize. I also let them know it can be about something they did since I may not know all the great things they’re doing and driving. For my employees that are doers and use up every second we have together, I’ll sometimes tell them to hold off on all the day-to-day items and ask them how they are feeling. We’ll go into that more in the second manager must-do since understanding what you’re thinking and feeling is a skillset you must learn and practice. But many employees haven’t taken the time to understand or don’t feel comfortable sharing it with their manager. I’m letting them know that I realize they are not a robot or a machine, but a human that has feelings and dreams. Some of my other favorite questions to have them open up are to ask what isn’t working or where are they getting stuck. They should know that this is also the time to make progress on our work together, so I want to hear about what they think I should know about. What is the update on any actions, projects, items I’ve delegated to them. This is their time to also bring up items they want to collaborate with me on or get coaching and feedback from me. The third topic is that I want to hear their priorities and work on their progress. There is power in constrained focus. By forcing them to tell me their top three I’m ensuring they’ve taken the time to distill down to the most important things, and then I can see if we’re aligned. So many times the top three priorities in their view are not the most important things I want them to focus on. This invites that dialogue. In many cases, I free them from the other less important tasks so they get the more important ones done. Or we have a conversation about capacity or where we have disconnects on our views. Don’t assume they know unless you hear it from their mouth. I have them tell me versus me telling them on purpose. When it comes to progress, it's my chance as their manager to share how I see them and their progress toward the goals and scorecard. This is when you can provide feedback and coaching – focused on bringing awareness to EBIs (Even Better Ifs). If I'm having an O3 with someone in Sales, we could take 5-15 minutes to coach on one specific KPI. At least twice a year (ideally quarterly), I ensure we have a conversation about their career and individual development. My main goal is to ask questions and listen, allowing them to think through their own responses. I can even call out the O3s that I want to serve a special purpose like when I want an hour session to review their end of the year performance review or their mid-year review. Here are some of my favorite questions: What would a rewarding and successful career look like for you? Are there specific career options you would like to consider, or are considering now? In what areas (skills, experience, behaviors) do you think you need to develop to be ready? What are potential blockers for your advancement? What development areas are needed for future career ambitions? Consider business strategies, market trends and industry changes: what skills should you develop to lead the organization in the future? Are there any considerations related to taking a new role that are important to discuss (location, ability to relocate, travel, flexibility)? Are there projects or new assignments or items to be delegated to help you develop now? What connections/leadership visibility/networking would be beneficial? The fourth agenda item is really used throughout, but this is my catchall to ask what help they need from me. Many times it’s coaching them through the options or removing barriers they weren’t able to cover on their own. And just because I’m asking them this question doesn’t mean I’ll jump in and solve it all for them. It means that I’ll be aware of the problems they’re seeing and can help them navigate through them. The last portion is when I share any new requests or delegations I have for them. This is my chance to call out anything that I wanted to talk about that wasn’t addressed yet, along with bringing up new actions. If your calendar doesn’t currently have reoccurring one-on-ones with your employees, take the action today to roll them out. Contact Joe@GlobalLeaderGroup.com to receive a free guide on how to roll them out, including a sample e-mail to use with your team. Good luck with your next O3s! Joe Nabrotzky is the Co-founder and Managing Partner of Global Leader Group, a leadership firm that helps organizations FIND & BUILD leaders. His purpose is to inspire people to live and lead more deliberately from the boardroom to the family room. After struggling and then growing a profitable business of his own, he dedicated the rest of his career to becoming the Leadership Guide/HR Business Partner he wished he had as a former CEO and desperately needed as an entrepreneur, manager, and dad. Through an MBA and multiple HR/OD/Leadership certifications, combined with a decade as an HR Executive in a successful fortune 100 company, he’s proven how to build leaders internally or find and hire them externally. Mr. Nabrotzky has led people in every major region and lived all over the world, including a few years speaking only Portuguese in the heart of the Brazilian Amazon rainforest and recently returned to Utah with his wife of 18 years and four children after five years living off lake Geneva in Switzerland. Follow Global Leader Group on LinkedIn, and visit their website for more info! Read more from Global Leader Group! Global Leader Group, Executive Contributor Brainz Magazine Global Leader Group is a leadership firm of proven practitioners who share a deep-rooted desire to make a difference by helping organizations FIND & BUILD leaders to deliver excellence. They do that through three main pillars: Leadership & Learning: They partner with organizations to accelerate performance and belonging by pushing the boundaries of learning. Offerings: Design and implementation of Leadership and Learning Strategy and Frameworks, World-class Learning Design & Experiences, Coaching, and Speaking (Keynotes & Appearances). Talent Search (External Retained Recruiting): In addition to helping organizations build current leaders, Global Leader Group adds world-class leaders to managements teams around the globe. Practitioner Consulting: Allow the experience of their practitioners to advise and transform your business through their expertise in Driving Digital, Retail Banking, Wealth Management, Customer Journeys, Sales Management & Incentives, and Strategic HR (Culture, People Processes, Organizational Design, and Team Effectiveness). Their clients include leaders at Citi, AstraZeneca, HSBC, Google, the Governments, Airbus, Manubhai Jewellers, ACUMA, Sensata, numerous RIAs, Banks, Credit Unions, and more.

Written by: Gary J Allman , Executive Contributor Executive Contributors at Brainz Magazine are handpicked and invited to contribute because of their knowledge and valuable insight within their area of expertise. In the competitive world of business, entrepreneurs relentlessly seek the keys to success, often overlooking one of the most powerful and fundamental factors: sleep. While sleep may be perceived as an expendable commodity in the quest for productivity, scientific research suggests that it is, in fact, a cornerstone of entrepreneurial success. In this article, we explore how sleep fuels performance in business and make a persuasive case for why quality sleep should be considered the foundation of entrepreneurial achievement. The Science of Sleep: Unlocking Peak Performance Sleep is not merely a passive state of rest: it is an active process during which the body and mind undergo vital restoration, growth, and repair. Research has identified several stages of sleep, each with unique physiological processes that contribute to optimal cognitive function, emotional regulation, and physical health. Memory consolidation: During the deep stages of sleep, the brain consolidates newly acquired information, strengthening neural connections and integrating new experiences into long-term memory. This process is crucial for entrepreneurs who must absorb and process large amounts of data to make informed decisions. Creativity and problem-solving: Sleep has been shown to enhance creative thinking and problem-solving abilities by promoting the formation of novel connections between seemingly unrelated concepts. This boost in innovative thinking is essential for entrepreneurs seeking to develop groundbreaking ideas and solutions. Emotional regulation: Sleep is vital for maintaining emotional balance and mental well-being. Research has shown that sleep deprivation can lead to increased irritability, anxiety, and mood swings, all of which can negatively impact interpersonal relationships and decision-making. Physical health: During sleep, the body undergoes various restorative processes, such as tissue repair, hormone regulation, and immune system maintenance. Adequate sleep is essential for maintaining physical health and resilience, which directly impacts an entrepreneur's ability to perform at their best. Sleep as the Foundation of Entrepreneurial Success Armed with the scientific understanding of sleep's role in cognitive function, creativity, emotional regulation, and physical health, it becomes evident that quality sleep is a critical component of entrepreneurial success. Consider the following persuasive arguments for prioritizing sleep as an entrepreneur: Enhanced decision-making: Quality sleep improves cognitive function, allowing entrepreneurs to process information more efficiently, evaluate risks and opportunities, and make sound business decisions. In contrast, sleep deprivation can lead to poor judgment, costly mistakes, and missed opportunities. Unleashing creativity and innovation: The enhanced creative thinking and problem-solving abilities that come with restorative sleep can give entrepreneurs a competitive edge in the market, enabling them to develop innovative products, services, and strategies. Strengthening relationships: Emotional regulation fostered by quality sleep is essential for building and maintaining healthy relationships with employees, partners, and clients, which can directly impact business success. Boosting productivity and resilience: Well-rested entrepreneurs are more productive and better equipped to handle the inevitable challenges and setbacks that come with running a business. Adequate sleep helps build the mental and physical resilience needed to navigate the entrepreneurial journey. Improving sleep is crucial for entrepreneurs, as it allows them to maintain optimal cognitive function, make better decisions, and manage stress effectively. Below I’ll highlight some practical strategies for improving sleep quality and quantity, even amidst the chaos of entrepreneurial life. Establish a Consistent Sleep Schedule Consistency is key when it comes to regulating your sleep patterns. Aim to go to bed and wake up at the same time every day, even on weekends. This habit helps to synchronize your body's internal clock, making it easier to fall asleep and wake up feeling refreshed. Create an Ideal Sleep Environment Your bedroom should be a sanctuary for restful sleep. Keep the room cool, dark, and quiet, and invest in a comfortable mattress and pillows. Limit exposure to electronic devices and blue light in the evening, as they can interfere with the production of melatonin, the hormone responsible for regulating sleep. Prioritize Relaxation Techniques Incorporate relaxation techniques into your daily routine to manage stress and prepare your body for sleep. Consider trying meditation, deep breathing exercises, progressive muscle relaxation, or gentle yoga. These practices can help calm your mind and body, promoting a more restful night's sleep. Exercise Regularly Regular physical activity can improve sleep quality by reducing stress and promoting a sense of physical fatigue. Aim for at least 30 minutes of moderate-intensity exercise most days of the week, preferably earlier in the day to avoid stimulating your body too close to bedtime. Limit Caffeine and Alcohol Intake Caffeine and alcohol can disrupt sleep patterns when consumed too close to bedtime. Limit your intake of these substances, particularly in the afternoon and evening. Opt for decaffeinated or herbal tea options, and establish a cut-off time for consuming caffeine. Manage Your Workload As an entrepreneur, it's essential to set boundaries between work and personal life. Schedule your workday to include designated breaks and a clear end time. Resist the urge to check emails or work on projects late into the night, and communicate your boundaries with colleagues and clients to prevent interruptions during your downtime. Conclusion Entrepreneurs must acknowledge the crucial role that sleep plays in their performance and productivity, and prioritize rest to ensure their success in business. By adopting healthy sleep habits and creating an environment conducive to restorative sleep, entrepreneurs can optimize their cognitive abilities, emotional intelligence, and overall well-being, paving the way for a thriving business. Remember, when it comes to entrepreneurial success, the secret might just lie in a good night's sleep. Follow me on Facebook , Instagram , LinkedIn , Twitter , and visit my website for more info! Read more from Gary! Gary J Allman, Executive Contributor Brainz Magazine Gary J Allman is a High-Performance Sleep Coach who specialises in helping business owners and entrepreneurs optimise their health and performance through sleep optimisation. 3 years ago Gary was suffering from burnout and was 40lbs overweight. He quickly realised how important sleep was to overcoming his health issues and has since dedicated his life to helping others transform their health, energy, focus and happiness in life and business through the power of sleep. He is the CEO and Founder of Sleep And Perform and has worked with 8 figure entrepreneurs as well as leaders and influencers with nearly 2 million followers. His mission is to rewrite the narrative that hustling and grinding is the way to succeed.

Written by: Dr. Christine Sauer, Executive Contributor Executive Contributors at Brainz Magazine are handpicked and invited to contribute because of their knowledge and valuable insight within their area of expertise. In this article, we'll explore the various ways that stress can affect us in our modern time and discuss strategies for mitigating its negative effects. What is stress? Stress is a physiological and psychological reaction that occurs when we feel overwhelmed or under pressure, and our bodies and minds react to the situation. It is a term used to describe the body's natural response to a perceived threat or challenge. Stress can be caused by a wide range of factors, including work, school, relationships, financial problems, health issues, and more. While some level of stress is normal and can even be helpful in certain situations, chronic or excessive stress can have negative effects on our physical and mental health. When we experience chronic stress, our body releases stress hormones such as cortisol and adrenaline, which can cause a range of physical and emotional symptoms. How common is chronic stress? Stress is very common. A recent study conducted by Harvard Business Review found that 96% of the more than 1,000 leaders surveyed reported feeling some level of stress and burnout, with nearly a third saying they felt "always" or "often" burned out. This can have significant impacts on their physical and mental health, as well as their work performance and productivity. Another survey by the American Institute of Stress found that 80% of workers reported feeling stress on the job, and nearly half said they needed help in learning how to manage stress. In addition, a study published in the Journal of Occupational Health Psychology found that high-level executives experience more stress and burnout than other employees. The health impacts of chronic stress Chronic stress can lead to a range of negative health outcomes, including increased risk of heart disease, diabetes, and mental health disorders. Stress can weaken the immune system, making individuals more susceptible to illnesses and infections. Some examples of potential negative outcomes of chronic stress include: Increased heart rate High blood pressure Heart attack Stroke High blood sugars Sweating Anxiety Depression Irritability Digestive issues Stomach pain Nausea Diarrhea Constipation Difficulty sleeping Cognitive decline Memory problems Forgetfulness Weakened/suppressed immune system Frequent infections and diseases Chronic pain Headaches Back pain Fibromyalgia Relationship trouble Divorce Stressed parents even affect the mental and physical health of their children. So, stress management should be on each parent’s To-Do-List. The impacts of chronic stress on work performance Stress can have significant negative impacts on work performance, leading to decreased productivity, decreased job satisfaction, and increased absenteeism. In long-standing cases, chronic stress can even lead to burnout, a condition in which an individual feels exhausted, overwhelmed, and disengaged from their work. Strategies for managing stress While it's impossible to eliminate stress entirely, there are helpful strategies that everyone, can use to manage it more effectively. A novel approach is to re-think the way you mentally approach stress, and think of it as a performance booster. This approach seems to be often efficient for younger people. Others might include mindfulness practices, exercise, sleep hygiene, and regular breaks throughout the workday. Good nutrition and targeted supplementation in the context of a "nutrient symphony" (with the goal of achieving a harmonic balance). Additionally, seeking support from a coach or therapist can be a helpful way to manage stress and build resilience. 6 helpful ways to manage stress 1. Exercise Regular exercise can help to reduce stress levels and improve overall well-being. Well-known benefits are the production of endorphins, which are the body's natural "feel-good" chemicals, and the production of BDNF, which helps to build new connections and cells in the brain and can contribute to better learning and memory. 2. Mindfulness meditation Mindfulness meditation involves paying attention to the present moment in a non-judgmental way, and it can help to reduce stress and improve focus. There are many different types of mindfulness meditation, from guided meditation apps or classes to books and much more. Many leaders find it hard to wind down and sit still, though, and prefer other ways to achieve the same or even better results, like Havening Techniques. 3. Time management Effective time management can help us to prioritize tasks and avoid feeling overwhelmed by the workload. This may involve delegating tasks to others, setting clear boundaries around work hours, or using time management tools such as calendars and to-do lists. 4. Coaching or counseling Some executives may choose to work with a qualified coach or a counselor to develop coping skills and strategies for managing stress. In this blog post: I explain which profession is best suited for which kind of mental health support. 5. Relaxation techniques Executives may also try relaxation techniques such as deep breathing, progressive muscle relaxation, or visualization exercises to help reduce stress and promote relaxation. 6. Social support Building and maintaining social connections can be an important way for executives to manage stress. You may want to spend time with friends and family, seek support from colleagues or mentors, or join a professional or social group. 5 unhelpful ways to manage stress Very often, people who try to manage their stress fall into unhealthy and even harmful habits that can be very damaging in the long run. Here are some common unhelpful approaches to managing stress. 1. Substance use Some leaders turn to drugs or alcohol as a way of “self-medicating” themselves in an attempt to cope with stress, but this can lead to a range of negative outcomes, including addiction, impaired judgment, and poor health. 2. Ignoring the problem Some executives may try to ignore their stress or push through it, believing that this is a necessary part of their job. However, this can lead to burnout, poor performance, and a sleuth of negative health outcomes, from high blood pressure, diabetes, heart attack, stroke, depression, anxiety, chronic pain, and digestive issues up to dementia. 3. Overworking While some levels of stress can be motivating, constantly working long hours and neglecting self-care can lead to burnout and other negative outcomes, including physical and mental health problems. 4. Avoiding social support Leaders and Managers who feel that they must always be in control may avoid seeking social support, either from colleagues or family and friends. Social support can be a crucial part of managing stress, and avoiding it can lead to isolation, frustration, and depression. 5. Self-medicating with food Some of us may turn to food as a way of coping with stress, either by overeating or restricting our intake. However, this can lead to weight gain or loss, poor nutrition, and digestive issues as well as brain fog and many more symptoms of failing health. What is the best way to manage stress? The best way to manage your chronic stress is the way that works for you. This needs to be considered given your individual circumstances, genetic and cultural history, lifestyle habits, preferences, environment and more. How do you know which one it is? That’s where we come in. To find the BEST way for you in the long run, we recommend our Comprehensive 5-Dimensional Remote Holistic Health Assessment where we do – in a 100% private atmosphere - a thorough 1:1 analysis of all determinants of your health and life, re-analyze all previous lab results under the perspective of the optimal brain and mental health and then, together with you, craft your individualized life strategy plan that will support you in reducing the likelihood of succumbing to a health condition while staying at mental and physical peak performance. Do not deprive yourself of the best options to build, re-build or renovate your “house of health” to withstand the test of time. Why brain health is crucial for stress management I am blessed to be a member of the Teaching Team of Dr. Daniel Amen, one of my mentors and teachers. He says: “Success in everything we do starts with an optimized brain. And I can prove it.” By boosting your brain reserve, you can handle much more stress than the "normal" person. I have written about the 5 Dimensions of brain health and mental health here and here. Another surprising way how to manage stress and become more resilient is to start a gratitude habit or journal with the help of a great gratitude journal. The benefits of coaching for stress reduction Coaching can be a powerful tool for leaders, professionals and executives who are looking to manage their stress more effectively. By working with a coach, individuals can identify the sources of their stress, develop coping strategies, and build resilience to future stressors. Additionally, coaches can provide ongoing support and accountability, helping individuals to stay on track with their stress management goals. Conclusion Stress is a significant issue for many people, with impacts that extend beyond just their personal well-being. By taking proactive steps to manage their stress, such as practicing self-care, seeking support, and working with a coach, stressed people can improve their work performance, as well as their overall quality of life. To turn off stress in less than 10 minutes, check out our free calming Video-Training: “The InstantCalm Formula” Follow me on Facebook, Instagram, Linkedin, and visit my website for more info! Read more from Dr. Christine! Dr. Christine Sauer, Executive Contributor Brainz Magazine Dr. Christine Sauer MD ND is a German-trained physician and naturopath, a Holistic Brain and Mental Health Professional, Coach, and Educator, combining modern science, ancient wisdom, nature, experience, and love. Her own struggles with chronic pain, weight loss, and mental health issues have led her to dedicate her life to improving the brain/mental health and gut health of children, youth, and adults, helping them with brain optimization, positive parenting strategies, and enabling them to lose weight ‒ all with natural means. She is a TEDx Speaker and 1 bestselling author. As “The Doctor who Knows How You Feel,” she is known to make a lasting impression and positive difference in the lives of her clients and followers. Her clients have said that it feels like "magic" to them when their life transforms through Dr. Christine's caring communication.

Written by: Rozalia Kieliszkiewicz, Executive Contributor Executive Contributors at Brainz Magazine are handpicked and invited to contribute because of their knowledge and valuable insight within their area of expertise. Do you need an all-in-one platform that handles your payments and booking and displays all your links in one? Look no further, as Leinko will give you everything you need as an entrepreneur looking for a successful business. I use Leinko Web App for my service-based Business, Soul Food Fitness. As a Body Mind Spirit Coach, I provide my clients with services such as Tarot Divination, Astrology, Nutrition, Reiki and Meditation, Dream analysis and Fitness sessions. With so many services and skills to offer, I needed help keeping all my experiences, portfolio links, socials and media in one place. I also needed a booking payment system that was automatic and ready to serve on call when necessary. Building an app was the only way to manifest something organized for my business. However, I am no coder and only envisioned a potential future that could help me. In addition, many other entrepreneurs need help with the same difficulties in displaying their services and personality online all in one place. Luckily, the Universe connected me with two excellent coders and web developers. We came together from different walks of life, sharing the same vision to bring freedom and space for entrepreneurs to create their schedules, charge their values, and manage their services and profiles in one place. I am grateful to have this platform in my life that is designed to provide me with everything I need to have smooth interactions with my client base. Easy to use, I can be on call for clients where they call me while I am online on either Chat, Phone Call, or Video. If I am away, they can safely select a service of interest and book an appointment later. Safe and easy to use, the client's money is charged when I accept the meeting, agreeing to the selected time. The beauty of this platform is that it is my personal website profile. Leinko is the latest economy digital system where I can place all my links to my writing blogs, favorite products, and expertise and experiences in one place. I show up as I am on Leinko, and my clients who find me become long-time clients, signed up in a one-on-one community, with their information kept private, secure and confidential. I am experienced and certified to practice these services offered on my Leinko profile, which is private and secure between my clients and me. I am excited to announce that my team, who came together to create and make Leinko come alive, is ready to welcome entrepreneurs with services they wish to offer and profile links to display all in one place. You can safely trust that you can stay organized, supported, and decide on your rate, art to express, and unique vision safely on the digital platform. Join Leinko today! It is free to sign up, and only 20% of your client transactions go to the platform to help you grow, build and become successful. Leinko is the revolution and the solution that will ground the digital disruption we are in today! You are your boss on Leinko, and if you are credited as a professional, you can practice your services and offer your value and knowledge to the world! You are free to reach out to me by email or sign up right away here. Follow me on Facebook, Instagram, LinkedIn, and visit my website for more info! Read more from Rozalia! Rozalia Kieliszkiewicz, Executive Contributor Brainz Magazine Rozalia Kieliszkiewicz is a writer and entrepreneur educated in the various healing arts. Her goal is to help others create change within by healing and connecting with their Body, Mind and Soul by experiencing her healing and spiritual journey. Founder and Owner of Soul Food Fitness, She shares the knowledge that she has learned with others through practices such as Tarot Divination, Astrology, Psychology, Nutrition and Fitness. In addition, she is one of the co-founders of Leinko, a free space platform dedicated to entrepreneurs who wish to work in freedom to teach, coach, heal and serve humanity. Her Mission: Heal Within, Heal the World.

Written by: Jacinta Gallant, Executive Contributor Executive Contributors at Brainz Magazine are handpicked and invited to contribute because of their knowledge and valuable insight within their area of expertise. As a divorce lawyer, I set myself this task 5 years ago: How can I do more asking and less telling? I had observed that clients resisted my efforts to educate, advise or direct them when they were obviously upset, and I puzzled over how I could meet my professional responsibility to be a “zealous advocate” and be more of a guide on my client’s scary journey to a new and (usually) better life. Telling wasn’t working. I became curious about that. I took some time out of the office and studied insight, which changed my life – professionally and personally. I began to watch how people responded when I asked – and when I told. Should I ask or Should I Tell? The tricky and fascinating aspect of human communication is that at least 80% of how we make meaning is non-verbal – tone and body language communicate far more than words. I would add to that the importance of context – the nature of our relationship and the various “worldviews” of the people engaged in dialogue (or debate!) Our worldview is our filter – and includes assumptions that we bring to every engagement. All of this goes together so we “make meaning” in any given moment. The tricky and fascinating aspect of the question, Should I ask or should I tell? is that sometimes telling works and often it doesn’t. Sometimes asking is transformative, and other times it leads to defensiveness. Telling – Upside/Downside There are moments when someone can tell me something and it will lead me to ponder – to wonder – to gain insight into how I am showing up in this particular moment: Moments when being told “hits home”, opens my eyes and illuminates blind spots. I might be initially upset – reacting to your telling, which might feel like yelling to me ‒ but depending on who you are and how I am feeling, I can shift from: reacting to responding considering clarifying and opening up. Professional Tellers are at particular risk of overusing our excellent articulation skills as we take on the role of. expert (the one with the answers), warrior (the one who will fight), or fixer (the one who will get it sorted). But if we’re being honest, telling often leads to a defensive reaction – especially if the one being told is already upset about something. Asking – Upside/Downside We have all felt the joy of a question that led to a brilliant, illuminating insight! I love hearing someone say, “That’s a good question” and watching their heart and brain engage in wondering. When we ask with a true and demonstrated desire to understand, people tend to open up, which leads to self-discovery and nourishes the very human desire to know ourselves. But I know I am not alone with experiences of asking that led to “What’s it to you?” or “Everything’s FINE!” or “Why are you even asking – it’s obvious you already know the answer!” How Will I Know? Tricky and fascinating – yes – but how can we know when to ask and when to tell? There are observable behaviours that give us clues. Let’s start with telling in its classic form: The Argument. What kinds of behaviours do you observe when people are arguing? Interrupting Talking over one another Justifying Repeating Yelling Shutting down – shutting out Reassuring – yes when it includes the patronizing “pat on the head”. We see a lot of telling; an agenda to change the other person’s mind; certainty that I am right; defensiveness and reactivity. We don’t see asking, a desire to understand, curiosity or openness. What kinds of behaviours do you observe when people are asking – where the desire to listen and understand is present? We will usually see: a pause before a response a relaxing of the physical body a sense of calm a facial signal that says, “I am pondering” the absence of the argumentative behaviours above. But asking can also lead to defensiveness – to the same kind of argument behaviours ‒ even when the asker authentically wants to understand. Noticing as a Skill Noticing is a teachable skill I learned from my mentor, Dr. Cheryl Picard, Professor Emeritus and Founder of the Insight Approach to Conflict. In this highly effective approach, we learn to notice the behaviour ‒ interrupting, justifying, repeating, etc. and become curious about what might be feeling threatened that is leading to the behaviours. The defensive behaviour is the clue that tells us now is NOT the time for telling. This is a challenge for many of us, because our default when we meet defensiveness is to fix, to tell – explain ‒ reassure. But our telling sends a message that we know what’s going on! If I think I know what is going on for you – I won’t be curious. And you will resist – resenting me for thinking I know. If I use my noticing skill, I get a second chance. First I have to disrupt my certainty that I know what’s going on for you. This is humbling – but essential ‒ for professional problem-solvers. I need to: put aside my agenda focus on the person in front of me notice the defensive behaviour be curious about it, and drop all assumptions about what might be behind the behaviour Maybe I start with a statement of intention. This seems very hard right now. I want to understand. And then I might ask What do you want me to know that I am not “getting”? What are you most concerned about? Something seems threatening, can you tell me about it? And sometime this helps: What do you wish I would ask you right now? If your asking is experienced as a true desire to understand, you will notice listening and an openness to sharing ideas, to having a discussion about what matters. The positive effects of pure curiosity will bring calm and satisfaction that nourishes the human desire for self-discovery. But If You Aren’t Curious You Won’t Ask MY Links specific to this article: The Authentic Professional Podcast: The Power of Noticing Follow me on Facebook, Instagram, LinkedIn, and visit my website for more info! Read more from Jacinta! Jacinta Gallant, Executive Contributor Brainz Magazine Jacinta Gallant is a respected lawyer, mediator and educator, recognized internationally for her innovative approach to conflict resolution training. Jacinta’s resources for divorce professionals, Our Family in Two Homes, help clients prepare for effective dispute resolution. Her podcast, The Authentic Professional, focuses on how professionals can bring more of who they are to what they do and her latest book, Going Steady, helps engage couples in conversations that sustain and nourish their relationship. Grounded in her home on Prince Edward Island, Canada, and with a global vision, Jacinta Gallant is an innovator who inspires other professionals to be more authentic and effective in work and life.

Allison Liu, a brain health coach and expert in helping people get their brains younger, healthier and stronger, struggled with early warning signs of memory loss in her late forties. Adopting a science-based approach, which she uses with her clients today, she increased her own ‘brain reserve,’ improving her memory, mood and relationships. Allison Liu, Brain Health & Memory Rescue Coach You’re a brain health coach, which we’ve not heard of before. Can you tell us your story and what set you on this path? To be honest, when I was younger I never really thought about my brain. We hear a lot about ways to look after our hearts or skin but not so much about our brains. So my personal journey only started about 10 years ago when I noticed some changes in my own mental health that were really unnerving; I found I would frequently forget what I was saying right in the middle of saying it and struggle to express myself or put my thoughts together. I found that I was making impulsive decisions that were, at times, worryingly dangerous and I was becoming increasingly anxious and irritable, which was very unlike me. I would have no recollection of certain meetings or decisions that had been made at work and I was honestly fearful that my capability would start to be questioned. It took several years of learning but now my brain fog has gone and my thinking is clearer and sharper than it has been for years. My focus, mood and memory have all improved and I’m back to solving problems quickly and adding real value at work. I’m genuinely happier and calmer and know that has affected my relationships with those closest to me. Who is your work inspired by and is there anything special that keeps you motivated to stay healthy? I’m deeply grateful for a wealth of science-backed information from functional medicine doctors like Dr Mark Hyman, Dr Daniel Amen, Dr David Purlmutter, Dr Libby Weaver and others, that literally changed my life. They are passionate leaders and advocates for living healthy, happy and fulfilling lives. Many people think that healthy living is bland and boring but I eat delicious food, have lots of energy and no longer live under a cloud of chronic stress. I originally started this journey because of fear, but now I am motivated by how much better I feel and I intend to keep it that way. Having experienced what it’s like to live with brain fog and struggle with memory issues, I want to do everything I can to hold onto my memory and not go back down that road again. Tell us about your greatest health achievement so far. In addition to improving the functioning of my brain, I have also achieved a healthy weight. In my mid-40s I was diagnosed with a solid ovarian cyst and while I was searching online to find out more about it, I came across a post on the World Health Organisation website that was very clear; having excess abdominal fat increases the risk of ovarian cancer. At the time I was overweight with a BMI of 25.98 and was wearing size 16 clothes. I had never been able to lose weight but I decided I had to try. So in January I signed up on a diet and exercise tracking App, did a few calculations and set myself a goal of losing two pounds every three weeks and just started. It wasn’t until I’d lost 5 kg that I truly believed it was working. By the summer I needed a new set of clothes and the same again in the Autumn, by which time I had lost a total of 14 kg and was wearing size 10 clothes. Determined not to put it all on again I then worked hard to stabilise my new weight and am still that weight now more than 10 years later, purely through a much healthier lifestyle... You now work with people to prevent dementia by optimising their brain. Can you tell us why people contact you and what type of programme you take them through. The medical system is geared more towards treatment than prevention. So it’s not unheard of for someone to go to their doctor with concerns about their memory to be told that it’s just a normal part of ageing and not to worry. Yet memory problems are one of the most important symptoms of an unhealthy brain. So five years down the line they then get a diagnosis of dementia. The really sad thing is that they could have been taking action for those five years to slow down or reverse the progression of cognitive decline. This is when I help people, and I also work with those who have a family history of Alzheimer’s disease or dementia. I also work with people who have had a concussion as the result of an accident and those who are struggling with brain fog. As part of my programme, I ask clients to take some assessments to understand where they are, and then we work together on a bespoke plan. There are 11 risk factors that increase brain ageing so the assessments help to identify their greatest areas of risk and then we work together to reduce or eliminate those risks. It’s a very tailored approach because the things that increase the risk of dementia for one person can be quite different for someone else. It took me several years of learning to get where I am today but my clients now get to benefit from all that I’ve learned so that they can quickly make progress. What inspires you in the work that you do? Developing brain fog or feeling like your memory is slipping when you’re in your 40s or older is common, but it’s not normal. Even if someone is experiencing those things now, it doesn’t mean that they always will. Yet most people have no idea how to care for their brain to make it better and I want that to change. Our brain makes us who we are; it’s our character, our personality, and how we think, feel, act and react. So when someone improves the functioning of their brain they’re better able to fulfill their life’s purpose, now and in the future. That’s what I’m passionate about. What message would you want to give to anyone struggling with memory issues? I’d want them to know that they’re not stuck with the brain they have ‒ they can make it better. However, if they want to be present with those they love for the rest of their life and remain independent, it’s critical to take the warning signs seriously and to take action now. Follow me on Facebook, Instagram, LinkedIn, and visit my website for more info! Read more from Allison!

Written by: Natasja Hoex, Executive Contributor Executive Contributors at Brainz Magazine are handpicked and invited to contribute because of their knowledge and valuable insight within their area of expertise. When people ask us if we are honest we almost immediately say “Yes I am.” Without even hesitation, we declare ourselves trustworthy. We know why we do things and even when our behavior is not always completely charming, we have a good explanation for why we were not our best selves. So when something goes wrong and our expectations of trust are not met, it must be the other people, right? Who cheat, betray and lie. Whose intentions are meant to do harm and whose actions betray our trust. It must be the other team members who cause a team to spiral down towards mistrust, right? How does that work? What do those people actually do, that have such a bad effect on trust? And what can we do, when we find ourselves in a mistrusting team? Let’s start by looking at the actions that destroy trust. What are the 10 best ways to destroy trust in your team once and for all? Spoiler alert, you probably already know these 10 strategies. You probably have been the victim of some of these ways. And honestly, even while you consider yourself trustworthy, if you look closer, you probably have executed all of these 10 actions yourself one day or another. The 10 Best Ways To Destroy Trust Talk behind other people’s back Gossip about other people Break your promises Exhibit other behavior than your words Deliberately seek opportunities to spread doubt. Criticize everything Beat around the bush Throw someone “under the bus” Refuse to take accountability (for anything) Blame other people for your own troubles Cheat and Betray But there is a Big No 11 that is basically the underlying fundament of distrust. “Half-truths,” “White lies,” “Deception,” “Spinning the message,” “Dishonesty,” and “Exaggeration.” It seems anything that has to do with not telling the truth is the big winner. So in other words: Lying. I Wasn’t Me… When two children fight and the parent asks who started it, what do they do? Exactly! They point their finger at each other right away. “I did not do it. He did.” What do adults do in the same situation? Exactly the same. Although we do not consider ourselves liars, we each tell about 1.65 lies a day. And in a lot of these lying situations we don’t even know ourselves, we are lying. How Does That Work In Our Brains? Theodor Schaarschmidt writes in his article ‘The art of Lying’ “Lying is a major component of the human behavioral repertoire; without it, we would have a hard time coping. When people speak the truth all the time—as can happen when Parkinson’s disease or certain injuries to the brain’s frontal lobe disrupt people’s ability to lie—they tend to be judged tactless and hurtful. In everyday life, we tell little white lies all the time, if only out of politeness: Your homemade pie is awesome (it’s awful). No, Grandma, you’re not interrupting anything (she is). A little bit of pretense seems to smooth out human relationships without doing lasting harm. (the art of lying)" German philosopher Bettina Stangneth argues in her 2017 book Deciphering Lies that people lie because it can enable them to conceal themselves. It helps them to hide and withdraw from people who intrude on their comfort zone. As we look at teams who work together in stressful situations, intruding on other people’s comfort zone happens all the time. So Why Do People Lie? Most people usually tell the truth, but it may be helpful to try to understand the motivations behind why someone lies. The lie does matter...to them. They might think it is important to convince you of something, or they lie because they are afraid to lose something. Telling the truth feels like giving up control. The truth can be “inconvenient” because it might not conform to their narrative. They don’t want to disappoint you. It’s not a lie to them. Our memory of things is actually quite unreliable They want it to be true. Sometimes liars hope that they can make something come true by saying it over and over, and by believing it as hard as they can. Read more in this article So What To Do In A Team That Has Lost The Power Of Trust? As frustrating as it is when people behave in “the 10 best ways to destroy trust”, exposing them and embarrassing them, will not help very much in gaining more trust. What we can do is begin to understand the motivations behind the strange behaviors. Asking the person, “Why is this situation so important to you?” or, “Why do you need me to see this the same way you do?” can be a useful, non-threatening way to get at the foundations of a new connection. Helping people to drop their masks is an enormous step towards more honesty. Helping them relax the strategies they use to “keep up appearances”, will eventually help to settle all kinds of tensions. Tensions inside of people and tensions between people. If you are able to listen with a non-judgemental ear, you create space in which people can drop their survival mechanism, which includes lying. And that restores and builds trust like no method. Becoming real and honest with each other, also about your own dishonesties, insecurities, and missteps is amazingly powerful. And then? How do you keep the power of trust? Easy. Do the opposite of everything in the 10 best ways listed above. It’s just that simple! Need some help with that in your team? Find me at The Teamcoach. Follow me on LinkedIn, and visit my website for more info! Read more from Natasja! Natasja Hoex, Executive Contributor Brainz Magazine Natasja Hoex is a leader in groupdynamics and CEO of De Teamcoach. A company that coached more than 100 Teams in several countries in Europe. She works with management and executive teams that are stuck. Teams who lost the power of trust. Teams in a crisis. Natasja is a psychologist, specialized in group dynamics, in particular the more difficult forms of group dynamics, such as conflicts, misalignment and passivity. She guides teams that have to deal with servere trust issues to more stable waters. Her mission is to help dismantle causes of mistrust and to enhance the power of trust in the world.

Written by: David Lutes, Executive Contributor Executive Contributors at Brainz Magazine are handpicked and invited to contribute because of their knowledge and valuable insight within their area of expertise. This paper is a Discussion Starter…an outline for Stimulating Thought about you/us finding meaning, direction, and purpose in our careers and lives. It is in 12 Parts and is based on a belief that, regardless of where we stand spiritually or religiously, at certain times, in different places, and in a variety of contexts, at some moment in time, we will Awaken to a new reality about ourselves and our purpose and place in the world. It may come in ‘dawning phases’ or because of circumstances and life-altering events, but it will come. Whatever the reason or motivating ‘force,’ at some point during our journey, a light somewhere inside comes on and we will decide it's time to 'stop' or to 'begin'; or to change direction, to speed up or slow down – or to get a new map. Discovering Your Career Path and Personal Wholeness (and Sanity in the Process) ‒ David Lutes Maybe it’s time to unpack– or re-pack. I happen to come at this ‘discussion’ from a committed and dedicated Christian perspective and a place of strong belief – that God is personal, knowable (through Jesus Christ) and all-loving-intentional about connecting with, knowing, and guiding His children. If we have truly and personally hung a sign around our ‘heart-neck’ that reads, ‘Under New Management,’ then we can be assured and ‘know in our knowers’ that he cares deeply about us and will be directly and pro-actively involved and stay involved, in shaping the direction of our lives and careers. That said, please know that I’m not trying to convert anyone here! My purpose is to encourage you to appreciate and accept that you are not defined, and your future is not shaped or determined only by where you’ve been, by what you’ve done, by what you dream, or by where you stand…but also by where you wish and think you are going/the direction you are headed in – and how you are trying to get ‘there’. We can change. We can choose. We are not defined by our past mistakes or even our successes. We are much more than the sum of our ups and downs, our highs and lows or our wrong and right turns. Society is Merciless– You, Not Others, Must Define What Success Looks Like for Your Career “Even if you’re on the right track, you'll get run over if you just sit there.” (Will Rogers) The street of unfulfilled dreams can be very difficult and lonely. This 12-Part Paper will hopefully, take you on a journey of self-discovery and hard-truth honesty about who you are, what values tend to shape you, who you want to become and what you want to do with your life – in business, work, family, and community – and even church. And maybe you will even discover whether or not you have been gifted with a Follower’s or Leader’s Servant Heart and have a purpose and ‘calling’ to help others discover their Personal and Career ‘Wholeness’, Sanity and Peace as well – and whether you can be an agent for positive change – somewhere, anywhere – now or in the future. We can be. From a self-discovery and purpose point of view, there are general themes about us as humans, created by God, that we need to be aware of. This article will help you ‘unpack’ and ‘deal’ with some of those themes. The twelve sections are NOT a checklist of Do’sand Don’ts or a Step-by-Step formula for success. The sections are NOT anything like the ‘7 Habits of Highly Effective People’ or the ‘5 Secret Ingredients for a Rich, Long and Happy Life – WithoutHard Work or Sweating’. No, it is more like a ‘Heart and Gut-check Thermometer.’ Like any thermometer, it won’t make you better – but it may give you an indication of where you’re not as healthy mentally, emotionally, spiritually, socially, and ‘directionally’ – life and career path-wise – as you could be. “We are so much more than just the sum of our ups and downs, wins and losses, successes and ‘failures’ — and regrets and hopes. We are unique in our calling, purpose, and destiny — no matter how ‘small’ or ‘big.’ It is ours, uniquely.” (David Lutes – Your Dose of Motivation – Become Who You Are – Discover the Authentic You) Part 1 Should be/Should do “The two most important days in your life are the day you were born and the day you find out why.” (Mark Twain) This section is most definitely NOT ABOUT obeying rules and regulations to get on in the world (as good and right as that can and should be). Nor is it about judging others – and it is also absolutely NOT ABOUT judging yourself. We are the ‘product’ of both ‘nature’ (more later) and ‘nurture.’ Your parents, society, upbringing context, rules, regulations, social norms, surroundings, geography, limitations, relatives, schooling, diet, and nutrition, etc. – all have contributed to your belief foundation stones, opinions and impressions about, and responses to, the world around us. We all know this, but far too often we do not take the time to evaluate, re-assess and do a heart and gut-check – mainly because we are so caught up in living, achieving, building, accumulating, performing, doing stuff – and even surviving. Part One is starting from ‘SHOULD’ because the following issues and questions challenge how we view the world, ourselves, others, as well as shape the rules of life’s ‘game’ that we have chosen to ‘play’ by. I would encourage you to try to journal your thoughts and answers to the following guidance points. Personal Foundations. Be brutally honest with yourself…what are your true values, principles, and beliefs about... 1. People (their Nature, Worth, Integrity, Diversity, Origins) e.g., Do you believe people are basically and essentially, by nature, ‘good’ or ‘bad’ – or a bit of both? Do you believe that they (everyone or only certain ‘someones’) have worth, value, a right to be treated with equity, etc. – some deserve more or less because of who they are or where they’re from or what they’ve done or not done? 2. Grace, Acceptance, Love, Sin, Forgiveness e.g., Do you believe grace (underserved mercy and forgiveness), unconditional acceptance, pure love, etc., exist and are available to people regardless of who they are or what they may have done or not done? Are these things relative and conditional – or even possible? 3. Economics, Government and Business (Capitalism, Socialism, Marxism, Democracy, ‘Blended’, ‘My Rights-ism’, Other-ism) e.g., Are there aspects and teachings of society, government, order, etc. that you embrace and hold on to carefully, purposefully, and dearly in your head and heart? 4. Leadership (Styles) e.g., Do you endorse or respect or aspire to a particular style of leading – e.g., military, coaching, parental, pastoral, instructional, democratic, servant, etc.? Do you know why? Doubt kills more dreams than failure ever will! 5. Goal-achievement (What does ‘winning’ or ‘success’ – and ‘losing’/’failure’ really mean to you?) e.g., How do you define what it means to ‘win’/or ‘lose’? What needs to happen or not happen for you to feel you have succeeded/or failed? How important is the goal itself – or is ‘how’ you reach it more important? Does someone or something need to ‘lose’ for you to win? 6. Truth, Integrity, Honesty, Transparency, Openness e.g., Do you believe it is imperative to never, ever, lie – about anything? Do you believe it is critical to be yourself and to live a life of honesty and integrity? Or is it ok, depending on the circumstances and/or maybe the person, to adjust, justify or compromise these things for some good or – or even a selfish – reason, or even ‘higher’ purpose? 7. What is in Your Personal Values Statement? e.g., If you were asked to write a Personal/Life Values Statement, what would be your Top 3 immovable, unshakable, uncompromisable Values – the things that govern the way you plan, work, see and treat others, view the world…and live your life generally? “The greatest danger for most of us is not that our aim is too high and we miss it, but that is too low and we reach it.” (Michaelangelo) Follow me on Facebook, Instagram, LinkedIn, and Youtube, or visit my website for more info! Read more from David! David Lutes, Executive Contributor Brainz Magazine David Lutes is a global talent management, organizational development and leadership coach, consultant and trainer. A former church pastor, he is radically and passionately committed to helping people discover their meaning, purpose and direction for their life and career. He has been described as a 'gift and latent skill detector and developer', as he helps people and the organizations they work in discover the wealth and richness within their people.

Written by: Poly Panou, Executive Contributor Executive Contributors at Brainz Magazine are handpicked and invited to contribute because of their knowledge and valuable insight within their area of expertise. In the rapidly changing job market, upskilling has become increasingly important, and 2023 will be no exception. Employees will need to develop new skills and knowledge to remain competitive as technology advances and industries evolve. Here are some trends in upskilling to watch for in 2023. 1. Digital skills As more businesses move to AI & Machine Learning, there will always be a demand for people with immense digital skills. Coding & analysts, digital marketers, and those who know how to keep sensitive information secure (information security offices) will be in high demand. Moreover, as remote work becomes more prevalent, employees must also be able to successfully collaborate with their colleagues using digital tools and communication platforms. 2. Soft skills Employers will be looking for candidates with a variety of "soft skills," such as the empathy, the ability to communicate effectively, work well with others, think creatively, and quickly adapt to new situations, in addition to technical knowledge. Employers will prioritize finding candidates with strong teamwork and communication skills, as well as the ability to think critically and imaginatively in novel contexts, as job competition heats up. Those who excel at "soft skills" will be in high demand by any company. 3. Promoting and advocating for inclusiveness (DEI) Experts in the field of diversity, equality, and inclusion (DEI) in the workplace will be in high demand as the importance of DEI in the modern workplace continues to grow. Employees who can foster inclusive work environments and recruit a diverse team are highly valued by their employers because this reflects the communities they service more accurately. Workers who are well-versed in DEI and have a track record of taking the initiative will be extremely useful to any organization. 4. Sustainability into practice In 2023, the demand for advanced sustainability training is anticipated to rise. In an effort to reduce their environmental impact and adopt more sustainable practices, businesses will value employees with expertise in renewable energy, green technology, and sustainable supply chain management. In addition, there will be a substantial demand for employees who can assist businesses in comprehending and complying with the numerous sustainability-related regulations. 5. Lifelong learning Continuing emphasis will be placed on lifelong learning. As the rate of change accelerates, it will become increasingly important for employees to acquire new skills continuously. Employees who do not participate in the training and advancement opportunities provided by their businesses run the risk of falling behind in their respective industries. Finally, in 2023, upskilling will be a major trend as employees look to adapt to the changing nature of work. Those in the workforce who are interested in preserving their competitive edge should work to enhance their proficiency in digital tools, interpersonal skills, diversity, equity, and inclusion, respect for the environment, and the ability to learn throughout their careers. Self-starters who put money into their own professional growth are more likely to achieve their career goals. Follow me on LinkedIn for more info! Read more from Poly! Poly Panou, Executive Contributor Brainz Magazine Panou Theopoula (Poly) is an HR Manager/Business Partner, a Coach, an Agile HR Practitioner, and a Mentor. She is currently responsible for the entire HR cycle, specializing in Talent & Performance Management, Engagement, and Retention of Talent & Business Coaching. She is an Associate Certified Coach (ACC) accredited by the ICF Federation and specializes in Solution Focused Coaching, supporting teams and professionals to improve/develop their professional & personal lives. She is an HR enthusiastic that loves to talks about coaching life, hr management, business coaching, and hr business partnering.

Written by: Dr. Belynder Walia, Executive Contributor Executive Contributors at Brainz Magazine are handpicked and invited to contribute because of their knowledge and valuable insight within their area of expertise. In a world so fixated on looks and appearance, it is common to feel self-conscious about certain aspects of our bodies. But for some individuals, this concern can spiral into something much more severe, affecting their mental health and overall well-being. In this article, I will discuss Body Dysmorphic Disorder (BDD), which affects millions worldwide. So let's dive in! What is Body Dysmorphic Disorder? Body Dysmorphic Disorder (BDD) is a mental health disorder that causes a person to have a distorted perception of their appearance. Individuals with BDD often become fixated on perceived flaws, leading to severe anxiety, depression, and difficulty socialising. They may spend hours checking their appearance in mirrors or avoiding social situations that may highlight their perceived flaws. In some cases, individuals with BDD may resort to cosmetic procedures or excessive grooming to try and "fix" their perceived flaws, which can often worsen their condition. What Causes Body Dysmorphic Disorder? BDD's exact cause is unknown, but various factors may contribute to its development. For example, genetics, brain chemistry, traumatic experiences, and social and cultural factors such as societal pressure to conform to specific beauty standards or a culture that places a high value on appearance may all contribute to the development of BDD. Symptoms of Body Dysmorphic Disorder People with BDD may exhibit a range of symptoms, including: Preoccupation with one or more perceived flaws in their appearance that others may not notice or consider minor. They repeatedly check or compare their appearance in mirrors, windows, or other reflective surfaces. They may spend excessive time grooming, applying makeup, or attempting to conceal perceived flaws. They avoid social situations or activities that may highlight their perceived flaws. They may experience severe anxiety, depression, or suicidal thoughts due to appearance concerns. Treatment for Body Dysmorphic Disorder BDD is a treatable condition, and with the proper treatment, individuals with BDD can experience significant improvement. Treatment options for BDD may include: Cognitive-Behavioural Therapy (CBT): CBT is a form of talk therapy that helps individuals with BDD challenge their negative thoughts and beliefs about their appearance, learn new coping strategies, and gradually face their fears. Medications: Antidepressants and anti-anxiety medications may be prescribed to help manage the symptoms of BDD. Support Groups: Support groups can provide individuals with BDD a safe space to share their experiences, gain support, and learn from others who have experienced similar struggles. Steps to Overcoming Body Dysmorphic Disorder If you suspect you may have BDD, there are steps you can take to start overcoming it: Seek Professional Help: If you suspect you may have BDD, seek help from a mental health professional. They can diagnose you and recommend the most appropriate treatment options. Practice Self-Care: Engage in activities that promote self-care, such as getting enough sleep, eating a healthy diet, and exercising regularly. Challenge Negative Thoughts: Challenge negative thoughts about your appearance by questioning their validity and focusing on the positive aspects. Engage in Exposure Therapy: Gradually expose yourself to situations that trigger your anxiety, such as going out in public without makeup or not checking your appearance in the mirror as frequently. Surround Yourself with Support: Surround yourself with supportive friends and family members who can offer encouragement and provide a listening ear. Body Dysmorphic Disorder is a severe mental health condition that can significantly impact a person's quality of life. However, individuals with BDD can experience significant improvement with the proper treatment and support. If you're struggling with BDD, don't hesitate to ask for help. You can overcome this disorder with time, patience, and resources and lead a happy, fulfilling life. Follow Belynder on Facebook, Instagram, Linkedin, and visit her website for more info. Read more from Dr. Walia! Dr. Belynder Walia, Executive Contributor Brainz Magazine Belynder Walia is a leading Psychotherapist who helps people who need a swift, effective solution to a current problem that negatively impacts their lives. She's worked with a wide variety of people, from stay-at-home carers to experts and celebrities in the public eye. Having suffered from Perinatal Anxiety, she focuses on enabling others to learn, heal and grow from pain. Belynder is the founder of Serene Lifestyles, an online and on-set psychotherapy practice at www.serenelifestyles.com. Her ground-breaking methods include a combination of Psychotherapy and Neuroplasticity to help align the THREE Brains (the head, heart, and gut). She's in many publications, including Forbes, Cosmopolitan, Harpers Bazaar, The Moment, Planet Mindful, and Thrive Global. She’s featured on the front cover of Passion Vista as one of the women to look up to 2022. Belynder is also writing her first non-fiction book, to help people radically change their minds to change their lives.