Written by Suzanne Rath, Executive Health Coach & Speaker Suzanne Rath is an executive health coach & speaker who gives people their vitality back. She does this through empowering them to take back just 20% more health for more purpose, productivity & prosperity. What if the next level of your life begins with the courage to name it? This article explores how vision, clarity, and the ENDURES Framework help high performers rise with purpose, energy, and sustainable success. In 2009, fresh off the back of completing my Sports Medicine Master's in Dublin, I travelled to Uganda as a volunteer hospital physiotherapist. Always passionate about human potential, I soon found myself taking on a second volunteer role within the Women and Sports Commission of the Ugandan Olympic Committee. This sounds far more glamorous than it was. Most of my work took place in hot, windowless rooms, running focus groups with female athletes to understand their sports medicine needs. At the same time, I was trying to persuade the board that these needs mattered more than sending partners of coaches to overseas games. Yes, I was always the idealist. During one of these focus group trips, I was invited to speak with the Ugandan women’s hockey team. What I thought would be a quick conversation somehow became an invitation to join the team on the field. I am a far better solo endurance athlete than I ever was a hockey player, so of course I tried to get out of it. Yet as a Facebook memory reminded me recently, I did not actually disgrace myself. I even enjoyed it. If I had refused to try, I never would have known what I was capable of. Why we stop trying When we are babies, we do not know how to walk or talk, yet we try anyway. We try because something inside us recognises that growth requires attempts, falls, learning, and trying again. Imagine if we simply gave up before we even began, because the task felt uncertain or the possibility of failure was too uncomfortable. Yet this is exactly what so many adults do. We talk ourselves out of possibilities long before we take the first step. We shrink our ambitions based on fear, habit, or the imagined opinions of others. Research on longevity shows that many of the biggest regrets among people in their eighties and beyond are not about what they failed at. Their regrets are the things they never attempted. The risks they avoided. The time spent worrying about things that never happened. Life is short. Fulfilment requires courage. And high-performance demands vision that stretches beyond current capacity. Envisioning your peak This is why the first of my 9 Catalysts is Envision Peak. It sits at the heart of sustainable achievement because to rise into the life you were born for, you must first have the courage to name it. Envision Peak invites you to ask the questions many people avoid. What do I truly want? What future excites me? What vision feels slightly too big but deeply aligned with who I am becoming? Without this clarity, everything else becomes noise. With clarity, momentum becomes inevitable. The ENDURES Framework : A blueprint for sustainable high performance Envision Peak is also the pillar of my broader ENDURES Framework, a model designed to help leaders, founders, and high performers rise without burning out. It brings together the art and science of sustainable success and is built around seven pillars: Envision, Navigate, Drive, Use Recovery, Refocus, Elevate, and Support Systems. Where most performance frameworks obsess over productivity, endures looks at the whole human. It recognises that energy, values, recovery, adaptability, and clarity are just as important as strategy and action. To deepen this work, the ENDURES Program is composed of 9 Catalysts that help people understand where they excel and where they might be unintentionally limiting their next level. These include: Envision peak Anchor conviction Activate genius Design rhythm Adapt pace Fortify strength Fuel spark Amplify endurance Propel ascent Each catalyst acts as a lens for growth. When integrated, they become a roadmap for purpose, productivity, and prosperity without the exhaustion or hustle that so many leaders have normalised. And for those on which you score lower, I have a tangible solution to empower you to turn it around! The power of revisiting your vision In the ENDURES Program, we revisit Envisioning every six months. This is not simply an exercise in goal setting. It is a recalibration moment that asks you to consider whether your current trajectory matches the person you are becoming. It invites reflection on three powerful questions. Am I aiming high enough? What is the vision that scares me a little yet pulls me forward? And what would it look like to pursue it with intention rather than pressure? When leaders ask these questions, they stop shrinking their aspirations and start designing futures that energise them. They begin leading from a place of clarity and courage rather than overwhelm or obligation. And they build teams that feel inspired rather than depleted. Your peak is waiting If I learned anything on that hockey pitch in Uganda, it is that potential lives on the other side of trying. Growth demands experiments. Leadership requires bravery. And every transformation begins with the willingness to imagine something greater. Your next peak is not found by accident. It begins the moment you choose to name it. To work with me in 2026 or to explore how I can support your team with purpose, productivity, and performance without burnout or hustle, get in touch at hello@suzannerath.com.au . Follow me on Facebook , Instagram , LinkedIn , and visit my website for more info! Read more from   Suzanne Rat h Suzanne Rath, Executive Health Coach & Speaker Suzanne Rath is a leader in the health and leadership field. A multi-award-winning Allied Health professional and health entrepreneur whose clinics are at the forefront of innovation and multi-disciplinary health care, her mission is to inspire a million people to take back control of their own health. Having thrived after a life-changing accident which sapped her vitality and later suffering leader burnout, Suzanne aims for participants in her programs to reclaim their vitality, becoming more purposeful, productive & prosperous through taking back control of just 20% more health.

Sass Allard works at the intersection of leadership, behaviour, and wellbeing, supporting individuals and organisations as they navigate demanding periods of change. Her background spans two decades in global companies, where she has helped senior leaders strengthen culture, clarity, and capability. She brings a grounded understanding of how hormonal shifts shape women’s experience at work without limiting the broader conversation. As a UN Women delegate to the Commission on the Status of Women, she brings a global lens to agency and progress. Sass writes about adaptation, resilience, and the practical shifts that create real movement in work and life. Sass Allard, Strategic Coach & Change Consultant Who is Sass Allard? I’m someone who has built a life around clarity, not the polished corporate version, but the kind that arrives when you strip away performance and speak from your centre. Professionally, I’m a coach and specialist in change, but what I really work with is identity: who people become when the version they’ve been presenting no longer fits. That moment where truth disrupts habit is where I fit in. Over two decades, I’ve helped high-performers navigate the tension between responsibility and authenticity. My clients come to me when they’re ready to stop shape-shifting, to think honestly, and to lead from a place that feels grounded, intelligent, and unmistakably their own. Outside of work, I’m someone who stays curious about the world. Art, conversation, travel, people, these are the things that feed me. I enjoy the rhythm of coastal life, but love the chaos of the city; I’m energised by it. I pay attention to how people speak, how they move, and the atmosphere they create. I’m intuitive and analytical, and I’ve learned to trust both. I value beauty, not for show, but for the way it sharpens perception and brings depth to how we understand ourselves and each other. There’s a quiet power in how I live now: grounded, engaged, and open to possibility. What inspired you to specialise in change management and personal coaching? I was inspired by two things: what I witnessed professionally and what I’ve lived personally. Early in my career, I saw how often change unsettled capable people, not because they lacked skill, but because no one helped them navigate the internal shifts that come with external demands. I found myself naturally stepping into that space, making sense of the emotional undercurrents and helping leaders and teams move with clarity rather than fear. And personally, I’ve lived through enough change, be it cultural, emotional or practical, to understand its more profound impact. I know what it is to rebuild, to outgrow older versions of yourself, and to step into new chapters with equal measures of courage and curiosity. That lived experience gave me a perspective that training alone could not have offered. Both of these paths shape the way I work today. How do you define “change” when you work with organisations or individuals? Change is an identity shift long before it’s a strategic one. People think change begins with decisions, plans, or announcements, but it starts much earlier. In that quiet moment, someone admits to themselves that the current way of operating no longer fits. In organisations, this often manifests as cultural friction: a misalignment between what is said and what is felt. In individuals, it can show up as restlessness, disconnection, or a sense of becoming smaller in a role that once felt expansive. I define change as the internal recalibration that happens before action. Once someone’s understanding shifts, that is, once they acknowledge the truth they’ve been avoiding, everything that follows becomes cleaner, more grounded, and smoother to execute. I don’t see change as a task. For me, it’s a turning point. What is your unique approach that makes change manageable and even empowering? I work through three centres of intelligence: head, heart, and gut. Most people lead from one or two at best. But alignment demands all three. The head brings clarity. The heart brings meaning. The gut brings truth. My approach is to create space for all three to speak, and then guide my clients towards decisions that honour the full spectrum of who they are. This is where empowerment lives: not in motivation, but coherence. I pair strategic thinking with emotional intelligence and intuitive insight. It allows me to hold complexity without making it heavier, to challenge without destabilising, and to help clients see what they’ve been circling but not naming. When someone’s intellect, instinct, and emotion finally align, they stop contorting themselves to fit expectations. They lead, decide, and create from a place that is unmistakably their own. What kind of clients benefit most from working with you? High-performers who carry a great deal of responsibility and feel the weight of it privately. Often, they have reached a point where the role is significant, but their space to think clearly is small. My clients want a thought partner, not a cheerleader; someone who can match their pace, hold their complexity, and offer perspective without diluting the truth. I often work with women, especially those in midlife who sense a shift unfolding inside them, a recalibration of identity, ambition, and desire. They’re successful, capable, and highly respected, but something is changing. They’re ready to step into a different kind of leadership, one that doesn’t require them to fracture themselves to succeed. And more recently, I’ve worked with creatives, people who work at the edge of their imagination and need steadier internal ground to support the scale of what they’re trying to express. The people who benefit most are those standing on the threshold of their subsequent evolution. They’re not looking to be fixed. They want perspective, clarity, and a space where they can think, feel, and decide at the level they operate. How does your coaching help leaders and teams navigate uncertainty and transform culture? Uncertainty doesn’t destabilise organisations, misalignment does. When people don’t understand the role they play, or when what they’re told doesn’t match what they feel, uncertainty becomes chaos. With leaders, I help unpack the emotional and systemic dynamics beneath the surface: the unspoken rules, the hidden loyalties, the fears that shape behaviour. When leaders understand the landscape in this way, they communicate with clarity, steadiness, and nuance. Their teams can feel the difference immediately. With wider teams, I help surface the human truths that sit beneath resistance. Resistance is rarely about stubbornness; it’s about fear, confusion, or a loss of meaning. When those threads are addressed intelligently, culture shifts with surprising speed. Bold declarations don’t create transformation. I believe it’s made by alignment between leadership, intention, communication, and truth. Can you share a success story where you helped a company or person turn crisis into opportunity? A senior leader came to me during what she later described as “the quiet unravelling.” Her performance was strong, her reputation impeccable, but she felt detached from the person she’d become. She had built a career on competence and composure. As life gathered pace, she found herself pulled in multiple directions: ageing parents, teenagers, job uncertainty, perimenopause, and her own health challenges. Our work wasn’t dramatic. It was forensic. We peeled back the expectations she’d been carrying, many of which had stopped belonging to her years earlier. Slowly, she began to operate differently: with more clarity, more presence, and far less self-editing. Her role eventually shifted to what she’d been hoping for: maintaining seniority with a healthier work–life balance. The impact showed up in places she didn’t expect, from feeling more grounded at work to having the energy to revive date nights with her partner. She moved through her days with a steadiness that people noticed, even if they couldn’t quite name what had changed. What are the first steps someone should take if they feel stuck and ready for change? Pause. Before you take action, before you strategise, before you talk yourself into or out of anything, pause. Stuckness is an intelligent signal. It’s your internal system telling you that something has reached its limit. Rather than rushing to fix it, listen to it. The first step is honesty: what feels off, and why? Say it plainly, without performing resilience or trying to sound reasonable. Second, identify what is no longer negotiable. When someone names their non-negotiables, the clutter falls away. Decisions sharpen, and options narrow to what is true. Third, give the insight time to settle. Clarity often arrives sideways. It can be while you’re on a walk, in the shower, or during a moment of stillness, when your mind stops gripping, and your deeper emotional intelligence is allowed to speak up. Change begins with recognition, and movement comes later. What makes your services different from typical business consultants or coaches? What makes my work different is that I’m not interested primarily in polishing people or motivating them. I’m interested in helping them to think honestly. Most consultants work with systems and processes, while many coaches focus on mindset and uplift. Useful in parts, but neither reaches the fundamental question: why someone is stuck, conflicted, or unable to move. I pay attention to what lies beneath the behaviour: the assumptions people have outgrown, the pressure points they no longer recognise as pressure, the instinct they’ve learned to override. Once those internal drivers are named, everything else becomes easier. They stop performing and start leading in a way that actually reflects who they are now. My approach is practical, human, and grounded in real-world pressure. I don’t give clients a new identity or a new script. I help them clear out the parts that were never theirs to carry, so their way through work and life feels cleaner, steadier, and less burdensome. What mindset shifts do you aim to create in your clients? I think what’s really important is recognising they’re not too late. High-performing people often believe they should have everything resolved by now, and that pressure creates unnecessary strain. When they stop treating themselves as behind, clarity has a chance of returning. Also, understanding that reinvention isn’t instability. What worked in one chapter won’t always serve the next, and letting themselves evolve strengthens their approach rather than disrupts it. I also help clients realise that discernment is more potent than endurance. They don’t need to carry everything. Choosing what to release creates the space required to operate at their true level. And for women especially, there’s a shift into owning their full presence without moderating themselves for the comfort of others. When that lands, their influence becomes far more grounded and unmistakably their own. How long does it take for individuals or teams to see real results working with you? Insight rarely appears in the room. It tends to arrive in quieter moments, when the conversation has had time to settle into the deeper layers of thought and emotion. Clients often experience their breakthroughs days later, while cooking dinner, walking the dog, or doing something entirely ordinary, when something clicks, and the penny finally drops. That delayed clarity is part of the work; change needs space. Patterns begin shifting as people gain clearer sight of what they’re doing and why. This varies between individuals, though I generally see a difference in how my clients show up after three sessions. The most meaningful change, however, is the kind that unfolds post-coaching. It’s the kind that holds up under pressure because it’s anchored in a deeper understanding of how they want to lead and live, not in a short burst of effort. My work isn’t driven by speed; that kind of change rarely holds. I prefer to focus on depth, because that’s what creates change people can live with, not just talk about. If someone is curious but unsure whether you’re the right fit, why should they reach out now? Curiosity is usually the first sign that something isn’t sitting quite right. People don’t explore coaching when everything is flowing; they explore it when an inner restlessness starts to take shape, even if they can’t yet name it. Reaching out to me isn’t about signing up for anything. It’s about giving yourself a conversation you can’t have with colleagues, friends, or partners, a discussion with someone who can read the subtext, ask the questions you’ve been avoiding, and help you see the real landscape of what’s going on. That first exchange tells people very quickly whether I’m the right fit. They get a sense of my pace, my depth, and the kind of clarity I bring. Most realise within minutes that they’ve been operating with more noise, tension, or compromise than they admitted to themselves. People come to me when they’re tired of solving the same problem in the same way, or when they can feel something shifting but don’t yet know how to navigate it. You don’t need certainty to reach out, just the awareness that staying exactly where you are is no longer working. If that awareness is already there, even quietly, then now is the right time. Follow me on  Instagram ,  LinkedIn,  and visit my  website  for more info! Read more from Sass Allard

Written by Brian M. Lissak, Neuro-Physio-PsychoTherapist Brian M. Lissak is an expert at working with people across the spectrum from mental health struggles to peak performance. He takes an integrative approach, targeting the neurological, physiological, and psychological aspects of human behavior and experience. Most people think motivation is about willpower, discipline, or inspiration. But the real driver of sustained motivation is far more biological and far more practical. By understanding how dopamine works and how to shorten your “time horizon,” you can train your brain to stay motivated, even in the face of overwhelming stress, long-term goals, or emotionally exhausting challenges. What are time horizons, and why do they matter? Time horizons refer to the psychological distance between you and the goal you’re aiming for. The shorter your time horizon, the more achievable the task feels. The longer your time horizon, the more your brain perceives the task as overwhelming or impossible. A powerful example of this comes from exit interviews conducted with candidates leaving one of the most demanding military training programs in the world, Navy SEAL BUD/S. As shared on the Dr. Gabrielle Lyon podcast , the Navy began asking a simple question: Why did you quit? The answers were remarkably consistent. Those who quit described long, overwhelming time horizons: “I couldn’t imagine doing this for another week.” “I couldn’t see myself surviving three more months.” In contrast, the candidates who successfully made it through the program never focused on finishing months of suffering. They narrowed their attention to extremely short time horizons: “I can take ten more steps.” “I can do anything for two minutes.” This difference, long horizon vs. short horizon, was the difference between quitting and continuing. How time horizons influence dopamine and motivation Dopamine is often misunderstood as the “pleasure chemical.” In reality, dopamine is the neurochemical of motivation, pursuit, and drive. It’s released when the brain perceives a meaningful goal in the future that feels achievable. That last part is essential: Dopamine is produced when a goal feels achievable. Here’s how this connects to time horizons: A goal like “survive three more months of extreme training” is not psychologically achievable in the present moment. You cannot do three months right now. A goal like “take ten more steps” is achievable, even if you’re exhausted, stressed, or in pain. When your brain believes you can accomplish the next step, it releases more dopamine. More dopamine creates more motivation. More motivation helps you continue toward the bigger goal. This means motivation isn’t something you wait to feel. It’s something you can create on purpose by adjusting your time horizon. Why long-term goals can kill motivation Long-term goals often require sustained effort, emotional regulation, and consistency—traits that are hard to maintain when a goal feels distant. Even important goals can become demoralizing when the time horizon is too long. For example: “I need to heal my anxiety this year.” “I have to improve my marriage.” “I need to get in the best shape of my life.” “I need to finish this project by December.” These are meaningful goals. They can also feel overwhelming. Your brain cannot accomplish “a year,” “a marriage,” or “a transformation” right now. So, the dopamine response stays low, which is why motivation drops. But when you shorten the horizon: “I can regulate my breathing for the next 60 seconds.” “I can have one honest conversation today.” “I can walk for ten minutes.” “I can finish this one outline before lunch.” The brain shifts from overwhelm to possibility. Dopamine rises. Motivation increases. This is the biology behind micro-goals, exposure therapy, habit formation, and even elite military resilience. The mechanism is the same, small horizons create big momentum. To be clear, long-term goals are very important. They are, after all, the overarching umbrella that helps us determine the shorter-term goals. The key is finding the interplay between the two time frames. How to use short time horizons to boost motivation in daily life Break goals into present-moment actions: Define the smallest possible step you can take in the next 30–120 seconds. Make it so simple that you cannot fail. Make tasks achievable, not ideal: Not “journal for 20 minutes,” but “write one sentence.” Not “meditate every day,” but “take five slow breaths.” Pair your horizon with meaning: Dopamine strengthens when effort feels connected to a meaningful future outcome. Short steps + meaningful purpose = sustained motivation. Adjust your horizon when you feel stuck: If motivation drops, your horizon is too long. Shrink it until your brain says, “I can do that.” Use your physiology: Breathwork , biofeedback , and somatic tools can help regulate the nervous system , making short-horizon goals feel even more achievable. How this applies to mental health and peak performance In psychotherapy, coaching, and performance psychology, clients often lose motivation not because they lack discipline, but because they are unintentionally setting time horizons their nervous system cannot meet. This shows up as: “I should be over this by now.” “I can’t keep feeling this way for months.” “I’m too far behind.” By helping clients redefine their psychological time horizon, we help restore dopaminergic drive, reduce overwhelm, and build sustainable change. Elite performers, athletes, and military operators already use this strategy. But anyone can benefit from it, whether they’re healing trauma, building habits, managing anxiety, or pursuing ambitious goals. The bottom line Motivation isn’t magic, and it isn’t mysterious. It’s a neurobiological process your mind and body are constantly shaping. When you make your goals psychologically achievable by shrinking your time horizon, you increase dopamine, deepen your sense of agency, and build real momentum. Your brain is built to move toward what feels possible. Make your goals possible in the moment, and you become unstoppable. Start your journey today If you’re struggling with motivation, burnout, anxiety, or overwhelm, learning to work with your neurobiology, not against it, can create profound change. If you’d like to explore how tools like somatic therapy, HRV biofeedback, neurofeedback, or integrative psychotherapy can support your goals, you’re welcome to reach out. Together, we can help you create short horizons, long-term change, and a healthier foundation for the life you want to build. Visit my website for more info! Read more from Brian M. Lissak Brian M. Lissak, Neuro-Physio-PsychoTherapist Brian M. Lissak is a psychotherapist, performance specialist, and innovator whose work bridges the real-world applications of applied neurology and psychophysiology. A talented clinician who also works with clients in dynamic, real-world settings, Brian’s practice spans the full spectrum of human experience, from mental health pathologies to peak performance. With a background in athletics and the military, as well as overcoming his own personal challenges, he brings a rare blend of discipline, intuition, and compassion to his work. Drawing from advanced training in applied neurology and physiology, as well as somatic therapies, Brian integrates the latest research and technology to help clients regulate, reconnect, and thrive.

Written by Dr. Katharina C Mahadeva Cadwell, Board-Certified Internal Medicine & Palliative Care Physician | Executive Health & Resilience Coach Dr. Kat Mahadeva is a board-certified physician and creator of Biological Leadership™, a science-based framework for sustainable leadership. She helps high-achieving women align their biology with their ambition—so they can lead with clarity, resilience, and vision in every area of life. The moment I outgrew my coach wasn’t loud. It didn’t come with a dramatic exit or a fiery confrontation. It happened in a sentence so small most people would miss it. I was still working as a physician, still running a pre-diabetes coaching practice, and still enrolled in a high-ticket, six-month coaching container designed primarily for nurses and dietitians. At the same time, I had just discovered a completely different world of leadership and content creation. I had begun following @theleannelopezmoseley’s work and was struck by how clearly she articulated frameworks around authority, embodiment, engagement, and conversion. It wasn’t just “post more” advice. It was architecture. Systems. Design. So I brought it into my own coaching container. I asked my coach what she thought about these frameworks and whether she could offer guidance on how I might apply them. She paused and said, casually, “Oh, I don’t really do it that way.” And that was the end of the conversation. No curiosity. No inquiry. No exploration. Just a quiet dismissal. What surprised me most wasn’t her answer. It was my body’s response. Something in me tightened. Something went still. Something knew. The room I was in could no longer hold the woman I was becoming. When dismissal contracts and triggers expand At the time, I didn’t yet have language for what I now call Biological Leadership™. But I did understand one thing clearly, frameworks exist for a reason. We use them in medicine. We use them in engineering. We use them in design and systems thinking. Frameworks don’t limit creativity. They amplify it. So when curiosity was met with dismissal, my nervous system registered a ceiling. Around the same time, I was listening to Leanne speak bluntly, sometimes provocatively. At times, she triggered me. But instead of contraction, something entirely different occurred. She said, “If I trigger you, it’s for a reason, and it’s worth looking at.” That landed in my body like truth. One response shut inquiry down. The other opened a doorway inward. That contrast changed everything. Because what I realized, slowly and unmistakably, is this: Leadership is not revealed by confidence. It is revealed by how someone relates to discomfort. The invisible moment you outgrow a container Outgrowing a mentor is one of the most disorienting experiences in personal and professional development. It often comes wrapped in guilt. In loyalty. In “they helped me once, so I must stay.” But evolution doesn’t ask for permission. I didn’t leave that coaching container because it was “bad.” I left because my identity had quietly shifted. I was no longer interested in surface-level tactics, one-size-fits-all strategies, or being told what to do without being invited into why. I was becoming someone who wanted to examine patterns, track nervous system responses, decode identity, and design expansion from the inside out. The mismatch wasn’t strategic. It was biological. The fracture line between wellness and Biological Leadership™ Over time, this experience revealed a fault line that now sits at the center of my work, the subtle but critical difference between people seeking to improve their habits and those seeking to redesign their identity. Both groups may speak the language of “better health,” but they are not playing the same game. Some people approach wellness as a set of tasks. They want to eat better, feel healthier, follow a plan. But beneath the surface, they are often looking for external fixes to internal dynamics. They prefer habit tweaks over identity contact. When asked to look at their deeper patterns, they flinch. Not because they don’t care, but because change feels like an accusation. If they have to do something different, they assume they must have been wrong. Their nervous system begins to shut down in quiet ways, deflecting, rationalizing, defaulting to overwhelm. What looks like resistance is actually a bid for safety. Comfort wins out over clarity, because inquiry feels threatening. Others arrive with the same surface goals, more energy, better boundaries, fewer stress responses, but carry a different orientation. These are the people who instinctively understand that this work is not about fixing the body, but about learning to lead from it. Their nervous systems are sending signals, not symptoms. And they are ready to listen. They are already high-functioning but misaligned with how they are being fueled. Instead of bracing against discomfort, they get curious. Instead of resisting change, they reinterpret it. For them, growth is not about discipline. It's about design. This is the invisible fracture between the wellness industry and what I call Biological Leadership™. One seeks improvement. The other seeks evolution. When triggers become portals The deeper I moved into somatic and identity-based work, the more I understood what truly separates people who plateau from people who quantum leap: Their relationship to feeling wrong. Some people experience being challenged as danger. Their system contracts. They defend. They justify. They shut down. Others experience being challenged as data. Their system opens. They inquire. They metabolize. They expand. Triggers, in this sense, are not problems to eliminate. They are portals into the next identity layer. The moment a trigger can be met with curiosity instead of self-judgment, leadership capacity begins to multiply. Curiosity is the new credential check I used to ask all the conventional questions, Is this person successful? Is this program high-ticket? Is this strategy proven? But over time, those markers became irrelevant. I no longer vet people or investments by their external credentials. I only ask one thing, are they curious when they’re uncomfortable? That single question tells me everything I need to know about their capacity to grow, about the safety they can create for others, and about whether their leadership is built on truth or protection. The day I outgrew my former coach didn’t make me bitter. It made me precise. How to know which side of the fracture line you’re on For readers looking to ground this in something tangible, here are the clearest indicators I’ve seen that reveal where someone sits on the spectrum between surface-level wellness and identity-level leadership work. Your relationship to change: If change feels like an accusation or evidence that something was wrong with you, you’ll find yourself resisting it. But if you recognize change as a natural part of evolution, you’ll start to invite it in because it signals expansion, not failure. Your relationship to triggers: If triggers are experienced as personal attacks, growth becomes dangerous. But when triggers are seen as information, portals into deeper layers of the self, they become the very mechanisms that accelerate transformation. Your relationship to authority: If authority must remain unchallenged, your growth will eventually stall. But if authority becomes a space for mutual inquiry, it catalyzes expansion for everyone involved. Leadership is not about hierarchy. It’s about how safely truth can circulate. Your relationship to discomfort: If discomfort is labeled as danger, your system will shut down to protect you. But if discomfort is interpreted as a signal, an invitation to look deeper, then leadership capacity begins to grow from within. Your orientation to health: If health is treated as a checklist to fix, you stay trapped in symptom management. But if health is viewed as a language your body speaks, something to interpret, not suppress, then your entire identity structure becomes available for redesign. Final reflection Outgrowing a teacher, a mentor, or even a version of yourself is not betrayal. It’s biology. It’s the intelligence of your nervous system recognizing that what once supported you can no longer hold the signal of who you’re becoming. When curiosity replaces self-protection, leadership stops being a performance and becomes a living, embodied truth. If something in you recognized yourself in the second half of this article, if you’re already living at a high level but know there’s another frequency available, you’re likely standing on the Biological Leadership™ side of the fracture. That means your nervous system is already signaling it’s time for something deeper, more honest, more aligned. If you’re ready to stop fixing and start leading from your biology, if you’re ready to enter a space where curiosity becomes your design tool, my work is for you. Follow me on Facebook , Instagram , LinkedIn , and visit my website for more info! Read more from Dr. Katharina C Mahadeva Cadwell Dr. Katharina C Mahadeva Cadwell, Board-Certified Internal Medicine & Palliative Care Physician | Executive Health & Resilience Coach Dr. Katharina Mahadeva is a board-certified physician, executive health resilience coach, and the founder of Vivo, Ltd. She created Biological Leadership™—a science-backed framework helping high-achieving women regulate stress, reclaim energy, and lead with clarity. A graduate of Stanford’s LEAD Executive Program and Harvard Business School Online, she studied Data Science and Digital Health to integrate systems thinking with high-performance biology. With over two decades in Internal Medicine and Palliative Care, Dr. Kat is redefining sustainable leadership by aligning strategy with the body that drives it.

Written by Suzanne Rath, Executive Health Coach & Speaker Suzanne Rath is an executive health coach & speaker who gives people their vitality back. She does this through empowering them to take back just 20% more health for more purpose, productivity & prosperity. When I lived in Sydney, one of my favourite times of the year was the Sydney Writers Festival. Walsh Bay is a stunning location, and the atmosphere is electric. Rooms hum with both free and paid conversations, stacks of beautiful books, and people immersed in ideas. In almost every session, someone would ask the same question, "What is your writing process?" As if there were one magic way that could be copied and pasted into our own lives. As if the right routine would somehow turn all of us into writers overnight. The truth is more grounded. Unless a book is churned out by AI, writing requires a clear vision, disciplined navigation, the ability to drive through difficulty, protected thinking time, and the right support systems. In many ways, the process mirrors my endures high-performance framework, which centres on seven pillars that help humans sustain energy, fulfilment, and productivity across long periods of complexity. I would sit in those rooms and listen to every word. Partly because the writers were captivating, partly because I also hoped to write a book one day. I still do. Feel free to tell me what you would like me to write. And in the same way people hunt for the perfect writing routine, we also devour articles about productivity hacks. I read many of them. Productivity is my professional playground. Yet, I know now that no single app or shortcut can transform a person’s output if the foundations are missing. Vision, mindset, self-leadership, focus, energy, rhythm, and purpose must come first. Today, AI has become the new version of the writer’s process question. We attend keynotes, scroll through articles, and wait for someone to reveal the step-by-step method that will fix the productivity crisis. But emerging research is making something increasingly clear, AI is powerful, but it cannot deliver sustainable human productivity on its own. Seven reasons why, along with what will work instead 1. AI can automate tasks, but it cannot upgrade your thinking AI removes busy work if it is used correctly. In the wrong hands, we end up with an influx of what a Stanford study describes as "work slop." Leaders still need the ability to think deeply, decide wisely, and navigate complexity. When those foundational capabilities are underdeveloped, AI simply creates faster confusion, not better output. What works instead: Build cognitive endurance. Protect deep focus. Train your mind the way elite performers train for clarity under pressure. This is why Catalysts such as Envision Peak, Anchor Conviction, and Activate Genius are so essential. 2. AI increases volume, but it often decreases quality Recent research has shown that despite AI’s promise, meaningful productivity gains remain elusive. The technology is ready, but many workplaces are not. Poor workflows, unclear priorities, and outdated habits block any real benefit. What works instead: Focus on excellence, not speed. Use Design Rhythm and Adapt Pace to ensure that teams understand what matters most and deliver fewer, higher-value outcomes. 3. Apps and AI cannot fix human behaviour You can automate your calendar or inbox, but if you lack boundaries, discipline, emotional regulation, and self-leadership, you simply end up with a more efficient hamster wheel. This loop is what People Matters describes as the cycle of fake productivity. What works instead: Shape mindset, build systems, and create rhythm. Fuel Spark and Fortify Strength help people stay centred, intentional, and strong enough to follow through. 4. Many organisations mistake activity for productivity Research shows that 58 percent of employees admit to ghost working, which is pretending to be productive. No app or AI function can solve this because the issue is cultural. Productivity is not about movement. It is about meaning. What works instead: Create clarity, connection, and accountability. Propel Ascent becomes important here because it helps leaders set direction with purpose and influence. 5. AI can execute tasks, but only humans can lead other humans The productivity slump is not about the tools. It is about the system of work and the humans inside it. To thrive in modern environments, leadership must evolve from control to connection, from static processes to dynamic adaptability. What works instead: Upgrade the leader before the tech. Leaders who understand their values, patterns, and blind spots make decisions that drive performance. ENDURES teaches this through Envision, Navigate, and Refocus. 6. AI still depends entirely on your inputs When you feed AI chaos, confusion, or distraction, you get the same back. Workplace norms and human behaviours influence output more than tool selection ever will. What works instead: Build mental clarity and energy rhythms. Use Refocus and Elevate to help people interrupt overwhelm, shift perspective, and act strategically. 7. AI cannot solve burnout and often accelerates it History has shown this pattern repeatedly. Email, social media, chat platforms, and instant notifications were all introduced to improve efficiency, yet all of them contributed to rising distraction, higher cortisol, and reduced cognitive capacity. AI risks doing the same without strong human systems in place. What works instead: Protect the brain. Prioritise recovery. Build resilience before the pressure arrives. Recovery within ENDURES is not optional. It is the foundation for sustainable performance. The real causes of the productivity crisis The problem has never been the tools. It has always been the humans inside the system. The biggest barriers remain: Unclear priorities Lack of boundaries Depleted energy Reactive behaviour Emotional fatigue Culture and connection gaps Weak leadership structures AI can help us move faster. It cannot make us better. It cannot make us braver. It cannot name the vision we are here to pursue. If organisations want to lift productivity in 2026 and beyond, the solution is to raise humans who are accountable, appreciative, and action-taking, moving in the right direction for the right reasons. And this is the heart of my work. I help leaders, teams, and organisations move from busyness to meaning, from reaction to control, and from output overload to sustainable high performance through my ENDURES framework and the 9 Catalysts. Whether through a keynote, a breakout session, an in-house workshop, or a tailored program, you can get in touch to learn how your people can become more purposeful and productive in 2026. Follow me on Facebook , Instagram , LinkedIn , and visit my website for more info! Read more from   Suzanne Rat h Suzanne Rath, Executive Health Coach & Speaker Suzanne Rath is a leader in the health and leadership field. A multi-award-winning Allied Health professional and health entrepreneur whose clinics are at the forefront of innovation and multi-disciplinary health care, her mission is to inspire a million people to take back control of their own health. Having thrived after a life-changing accident which sapped her vitality and later suffering leader burnout, Suzanne aims for participants in her programs to reclaim their vitality, becoming more purposeful, productive & prosperous through taking back control of just 20% more health.

In the fast-paced world of real estate, trust isn’t optional, it’s everything. Especially when the deals are big, fast-moving, or full of unknowns. That’s why transparency is a key factor in every successful transaction. Brandon Gilkey has built a reputation as a trusted real estate consultant and deal architect. He doesn’t operate like a traditional agent. He works directly with sellers in tough situations and connects them to investors looking for the right fit. His approach is problem-solving, not pushing paperwork. Over the years, he's learned that open, clear, and honest communication builds strong, lasting relationships, whether someone’s selling a property under stress or investing hard-earned capital. Why trust matters more than ever Real estate is emotional. For sellers, it can involve loss, stress, or major life transitions. For investors, it’s about risk, numbers, and timing. According to a 2023 report by the National Association of Realtors, 78% of sellers say trust in their real estate professional was the most important factor in deciding who to work with. That number jumps even higher in distressed sale scenarios. “If a seller doesn’t believe you’re being upfront, they shut down,” Brandon explains. “I had a seller once who was weeks away from foreclosure. She thought everyone just wanted to take advantage of her. I didn’t show her comps, I showed her a plan. I explained what I could do, what I couldn’t, and why. That changed everything.” Clear expectations prevent problems Don’t promise what you can’t deliver Brandon Gilkey  emphasizes setting real expectations from the start. “There’s no benefit to over-promising. That just leads to distrust,” he says. Whether it’s the timeline, the offer, or what’s needed from the seller, transparency keeps deals moving and prevents surprises later. He recalls a deal where a house had major foundation issues. A previous agent tried to downplay it. Brandon didn’t. “I told the seller and investor exactly what was wrong and how it affected the numbers. Nobody liked the news but they appreciated the honesty. We still got it done.” Put it in writing Transparency isn’t just talk. It’s written offers, detailed timelines, and documentation. That builds security. “I don’t want a seller guessing. I want them informed,” Brandon says. He uses visual tools, checklists, and plain language so sellers understand what’s happening at every step. Open communication builds confidence Keep talking – even when it’s quiet Some deals move fast. Others drag. One of the biggest mistakes real estate pros make is going silent when there’s no major update. “Silence is a killer,” Brandon says. “People start filling in the blanks with fear.” Instead, he keeps sellers and investors in the loop, even with small updates. “Hey, title’s still working on your file” might not sound exciting, but it tells the client you’re still on it. Speak their language Not every seller is a real estate expert. Many feel overwhelmed. Brandon tailors how he explains things based on who he’s talking to. “I’ve had sellers say, ‘Just talk to me like I’m your cousin, not a client.’ That stuck with me.” By simplifying legal or financial language, he helps sellers feel empowered, not confused. Tell the whole truth – even the hard parts Be first to share bad news In any transaction, things can go sideways. Deals fall through. Inspections reveal hidden issues. Lenders back out. Brandon believes in sharing the bad news early, and owning it. “I had a deal fall apart because a lien showed up late in the title process,” he shares. “I called the seller that night. I explained what it meant and gave them two options. We worked through it, and we actually closed two weeks later. That only happened because I was honest the second I knew.” According to a Harvard Business Review study, transparency during setbacks increases long-term client loyalty by 24%, even when outcomes are delayed or difficult. Use transparency to strengthen investor relationships Investors want the full picture Brandon works with experienced investors. They don’t want fluff. They want facts. “I don’t sugarcoat numbers. I send the good, the bad, and the weird,” he says. For example, if a property has upside but needs $30k in repairs and has eviction issues, he lays it all out. That honesty keeps investors coming back. “It’s easier to sell a rough deal with a real plan than a ‘perfect’ deal that ends up messy.” Trust lowers the learning curve Brandon also works with newer investors. For them, transparency isn’t just about numbers, it’s education. He walks them through comps, exit strategies, and risk factors. “If you explain why a deal works, they become sharper investors. And smarter investors are better long-term partners.” Action steps for building trust through transparency Here are Brandon’s top strategies that anyone in real estate can use: Explain your role clearly. Let people know exactly how you operate and what you do. Put it all on the table. Share numbers, risks, and unknowns early. Overcommunicate. Even if it’s just a check-in, don’t disappear. Speak plainly. Use real-world language, not industry jargon. Own your mistakes. Fast honesty is better than slow excuses. Create clear systems. Use repeatable steps and written timelines. Final thoughts: Why it works Transparency may not always be easy, but it always pays off. In Brandon’s words: “I’m not afraid of a tough deal. I’m afraid of losing someone’s trust. That’s harder to fix than any foundation.” By leading with honesty, keeping communication clear, and treating sellers and investors like real people, real estate professionals can close better deals and build a better reputation. When trust leads the way, everyone wins.

Curtis Bigelow’s career does not follow a straight line. It follows a standard. One built on service, structure, and a belief that effort matters, even when outcomes are uncertain. Over more than three decades, Bigelow has moved through military service, law enforcement, and education, carrying the same principles into each chapter. “I’ve always believed quitting is not an option,” Bigelow says. “You adjust. You learn. And you keep moving.” That mindset has defined a career that spans combat zones, police departments, and high school classrooms. Early life and the foundation of discipline Bigelow grew up in Mebane, North Carolina, where discipline first showed up through sport. At Eastern Alamance High School, he excelled in track and cross country, earning All-Conference honours for three consecutive years. He was also recognised for sportsmanship and school spirit. “Running taught me how to suffer well,” he says. “You learn that progress comes one step at a time.” Those lessons carried forward. Mentors played a key role early on. Bigelow credits his father, his middle school coach, and his Marine recruiter as figures who helped shape his direction. “They didn’t just talk,” he says. “They expected action.” Military service and leadership under pressure Bigelow joined the United States Marine Corps Reserves, where he served for 20 years and retired as a First Sergeant. In 2003, he deployed to Iraq, earning the Combat Action Ribbon and the Presidential Unit Citation. “Combat teaches clarity,” he says. “You learn quickly what matters and what doesn’t.” Leadership under pressure became a defining feature of his career. He learned how to lead people with different backgrounds, skills, and limits. That experience would later shape his approach to both policing and teaching. Law enforcement and responsibility at scale Before entering education, Bigelow spent 16 years in law enforcement. He worked his way through the ranks and was recognised with the Beyond the Call of Duty award while serving with the NC A&T Police Department. In 2006, he was promoted to Chief of Police and Associate Vice Chancellor at North Carolina A&T. “Authority only works when people trust you,” he says. “That trust comes from consistency.” After 30 years of combined state service, Bigelow retired from North Carolina. But retirement did not mean stopping. Finding purpose in education Following setbacks in law enforcement, Bigelow turned toward what he describes as his “rightful calling.” Teaching. He spent 14 years as a JROTC instructor with Guilford County Schools, working closely with students who needed structure, accountability, and belief. “Education gave me a second mission,” he says. “You don’t just teach content. You teach habits.” Bigelow pursued his own education alongside his teaching career. He earned multiple degrees, including a BA from Shaw University, an AAS from Guilford Technical Community College, a master’s degree from American Public University, and a Doctorate in Education from the University of the Cumberlands. “I needed to connect with people,” he says. “Education gave me the language to do that.” Today, he continues to work as a substitute teacher, staying connected to the classroom. Writing, reflection, and long-term goals Bigelow is also the author of Bathsheba, David’s Goliath , a book shaped by reflection, faith, and personal experience. He is currently working on another book focused on early literacy, aimed at helping parents prepare children for third-grade reading benchmarks. “Reading is the gateway,” he says. “If kids fall behind early, everything gets harder.” His long-term goals remain clear. Write books. Reach readers. Continue serving in education leadership. “I’m 60,” he says. “My short-term and long-term goals are the same.” Faith, family, and balance Bigelow speaks openly about faith as a stabilising force. “When you hit rock bottom, there’s only one direction to look,” he says. “God’s grace is sufficient.” He and his wife, Sherri Penn Bigelow, are avid runners, completing everything from 5Ks to marathons. They also enjoy ballroom dancing, a contrast to the rigidity of his professional life. “Well-being matters,” he says. “Personal and professional are the same.” A career measured by effort When asked how he evaluates success, Bigelow keeps it simple. “Did I give 100 percent for an honest day’s work?” he says. Across military service, law enforcement leadership, and education, Curtis Bigelow  has focused on building systems that outlast him. Discipline. Service. Learning. Not big promises. Just steady work.

Written by Susan F. Moody, Intuitive Business, Life, and Success Coach As a Life Mastery Certified Coach®, Susan integrates spirituality with practicality, guiding women to discover their unique Soul Goal™ and chart a personal path to success and happiness. Unlock your inner wisdom, align your heart with your mind, and uncover actionable steps that resonate with your authentic self. Questioning your next best step? You’re not alone. Life often feels harder than it needs to be, not because the answers aren’t there, but because we overwhelm ourselves with too many options. We wonder, should I do this or that? Stay or go? Try something new or stick with what I know? The weight of all those choices can feel paralyzing. When I find myself in this place of overwhelm, I pause and look around me, not at my to-do list or even at what others think I should do, but at the signs the Universe is quietly offering. Time and again, when I look for them, they show up. The question is, are we paying attention? Have you seen these signs from the universe? Numbers that repeat: Ever notice the clock always seems to read 11:11 when you glance at it? Or maybe you keep seeing the same sequence of numbers on license plates, receipts, or phone numbers. These repeating numbers are often referred to as “angel numbers,” and they’re gentle nudges to pay attention to the choices in front of you. Songs or words that speak directly to you: You’re driving, lost in thought about a decision, and suddenly the lyrics on the radio echo exactly what’s on your heart. Or someone casually says a phrase that feels like it was meant just for you. Words often arrive right on time when we’re open to hearing them. Unexpected encounters: Sometimes guidance comes in the form of people crossing our path. A stranger strikes up a conversation, or a friend randomly shares something that feels oddly relevant to what you’re struggling with. These “coincidences” may be anything but. Nature’s whispers: The natural world has its own language. A butterfly appearing at your window, a sudden shift in weather, or the way the wind seems to carry a certain clarity, these can all be reminders to pause and listen more deeply. The gut feeling you can’t ignore: Not all signs are external. Sometimes it’s the quiet voice inside that keeps tugging at you. Intuition has a way of speaking softly but persistently, urging you toward the next best step if you’re willing to trust it. How to recognize and trust the signs Slow down long enough to notice: Signs are easy to miss when we’re rushing. Give yourself moments of stillness, whether that’s a walk without your phone, a few minutes of journaling, or simply looking up at the sky. Ask for guidance: It may sound simple, but asking the Universe (or whatever higher power you believe in) for a sign often opens the door to receiving one. Be specific, “Show me a sign I’m on the right path.” Then watch what unfolds. Detach from how it should look: Sometimes we miss signs because they don’t appear the way we expect. Stay open. Guidance can arrive through numbers, people, dreams, or even challenges that redirect us. Trust your inner knowing: When a sign resonates, you’ll feel it. You may not have all the details yet, but you’ll sense a quiet “yes” inside. Trust that. The wise woman says Life doesn’t have to be as hard as we sometimes make it. The Universe is always in conversation with us, sending signs, nudges, and reminders that we’re not alone in our decisions. The next time you find yourself paralyzed by too many options, pause. Look around. Pay attention. The answers you’re seeking may already be waiting for you in the smallest details of your day. Trust the signs. Trust yourself. And remember, you don’t have to force clarity, sometimes, it’s already shining right in front of you. Follow me on Facebook , Instagram ,   LinkedIn , and visit my website  for more info! Read more from Susan F. Moody Susan F. Moody, Intuitive Business, Life, and Success Coach Susan F. Moody, Wise Woman, is dedicated to empowering women to tap into their own inner wisdom and discover the power of intentional living. Along her personal journey, Susan became a wisdom seeker looking for ways to connect with the divine for inspiration and guidance. She started working with the I Ching, angel cards, wisdom cards, runes, and pendulum work over 20 years ago and now offers these spiritual insight tools as an option to her clients. She has also developed a tangible technique, the Soul Goal™ finder, to help clients answer the contemplative question “Why am I here?”

Written by Paul Beal, Therapeutic Coach Paul Beal is a seasoned professional with over 30 years in HR, leadership, and coaching. Passionate about transformation, Paul, as a therapeutic coach, combines counselling and coaching to help clients uncover barriers and achieve personal and professional breakthroughs. Empathetic yet challenging, Paul inspires lasting change. In an era defined by disruption, complexity, and continuous change, career development has become a far more intricate and emotionally demanding journey. Traditional models of professional progression assumed linear advancement, stable organisational structures, and predictable pathways. Today, however, professionals must navigate restructures, shifting labour markets, hybrid working, increased performance pressures, and a growing expectation for meaningful work. Against this backdrop, therapeutic coaching has emerged as a compelling and evidence-informed approach for individuals seeking deeper self-understanding, resilience, and sustainable career fulfilment. Careers are no longer linear, they are psychological journeys Contemporary career theory emphasises that careers unfold through shifting identities, evolving values, and complex personal narratives.[10] As organisations transform at pace, professionals experience greater volatility and ambiguity, often leading to increased stress, anxiety, and self-doubt. Therapeutic coaching recognises these emotional dimensions, supporting individuals in making sense of their lived experiences, motivations, and aspirations. Drawing on narrative and humanistic psychological frameworks, it enables clients to understand how past experiences and internal beliefs influence career decisions.[8] [11] This deeper level of exploration is particularly valuable at moments of transition, where clarity and self-insight are crucial. Building resilience for modern workplaces Modern workplaces require individuals to adapt rapidly, recover quickly from setbacks, and manage competing demands. Research consistently highlights the importance of psychological resilience as a predictor of well-being, performance, and career satisfaction.[6] [9] Therapeutic coaching incorporates evidence-based approaches such as Cognitive Behavioural Coaching,[7] emotional regulation techniques, and strengths-based development. These methods help clients identify unhelpful thinking patterns, develop coping strategies, and build greater psychological flexibility, key competencies for thriving in uncertain environments. Supporting authentic decision-making and career clarity Individuals often seek coaching during periods of uncertainty, career crossroads, leadership progression, values misalignment, or a desire for increased purpose. While traditional coaching focuses on goals and action planning, therapeutic coaching delves deeper into why those goals matter. Integrating reflective inquiry with psychological insight, it enables clients to explore the emotional and motivational drivers behind their choices. This leads to decisions that feel more authentic, aligned, and sustainable.[1] Such depth of exploration can prevent costly missteps and support more coherent long-term career strategies. Enhancing leadership identity and personal growth Leadership development is not only about acquiring technical skills, it requires identity work, emotional intelligence, and behavioural change. Therapeutic coaching helps clients surface limiting beliefs, understand interpersonal patterns, and develop greater self-awareness, core components of effective leadership.[2] [5] By providing a psychologically safe space, therapeutic coaches support clients in exploring vulnerabilities, challenging assumptions, and cultivating more compassionate and confident leadership identities. A structured, evidence-informed pathway to growth Therapeutic coaching combines the future orientation of coaching with the depth and insight of therapeutic approaches. Sessions integrate reflective exploration, psychological insight, and actionable goal-setting, enabling clients to move meaningfully from insight to implementation. This dual focus aligns with emerging research on integrative coaching models, which demonstrate improved outcomes for well-being, performance, and personal effectiveness.[4] [3] An investment in long-term career sustainability Ultimately, therapeutic coaching is an investment in sustained well-being, clarity, and career satisfaction. In a labour market where change is constant and expectations are evolving, professionals increasingly require support that addresses both the emotional and strategic dimensions of their careers. By offering a skilled, confidential, and compassionate partnership, therapeutic coaching enables individuals to not only navigate complexity but to grow through it, emerging more confident, resilient, and future-ready. Follow me on Instagram and visit my website  for more info! Read more from Paul Beal Paul Beal, Therapeutic Coach Paul Beal is an experienced HR professional and therapeutic coaching specialist with over 30 years of experience in leadership and personal development. Integrating coaching and counselling, he empowers individuals to uncover hidden barriers, achieve breakthroughs, and unlock their full potential. A Fellow of the CIPD and Strengthscope Master Practitioner, he is passionate about helping clients navigate challenges in both personal and professional realms. Learn more about his unique approach to transformation. References: [1] Boyatzis, R. (2018). The Competent Manager: A Model for Effective Performance. Wiley. [2] Goleman, D. (1998). Working with Emotional Intelligence. Bantam. [3] Grant, A. (2014). The Efficacy of Executive Coaching in Times of Organisational Change. Journal of Change Management, 14(2). [4] Green, S., Oades, L., & Grant, A. (2007). Integrative Goal-Focused Coaching: An Evidence-Based Framework. Journal of Rational-Emotive & Cognitive-Behavior Therapy, 25(2). [5] Ibarra, H. (2015). Act Like a Leader, Think Like a Leader. Harvard Business Review Press. [6] Luthans, F., Vogelgesang, G., & Lester, P. (2006). Developing the Psychological Capital of Resiliency. Human Resource Development Review, 5(1). [7] Neenan, M., & Palmer, S. (2001). Cognitive Behavioural Coaching. Stress News, 13(3). [8] Rogers, C. (1961). On Becoming a Person. Houghton Mifflin. [9] Robertson, I., & Cooper, C. (2011). Wellbeing: Productivity and Happiness at Work. Palgrave Macmillan. [10] Savickas, M. (2013). Career Construction Theory and Practice. In Brown & Lent (Eds.), Career Development and Counseling. [11] Story, J. (2014). The Role of Narrative Identity in Career Development. Journal of Career Assessment, 22(3).

Written by Anastasia Schenk, Pediatric Feeding Specialist/Integrative Nutrition Anastasia Schenk is a Pediatric Feeding Specialist and Integrative Nutrition Health Coach. She supports children from starting solids to young adulthood with evidence-based strategies for ARFID, picky eating, gut health, immune support, allergy prevention, and chronic inflammation. A baby’s brain is the most exquisite construction project on Earth. During early childhood, the brain is in a state of radical expansion, up to one million neural connections form every second. Synapses spark like fireworks. Pathways strengthen or fade based on experience. Every new taste, texture, aroma, and mealtime interaction becomes another circuit laid in place. And yet, when it comes to feeding, we often shrink this extraordinary period into something flat and flavorless, powders and gooey drinks as meal replacements, beige purées, toddler snacks, and equipment designed for “no mess,” the same five foods on rotation. Modern baby feeding culture has become safe, convenient, and predictable, but the developing brain isn’t built for predictability. It’s built for exploration. Nutrition has always been described as fuel, but for young children, it is also instruction. The brain listens to food as closely as it listens to language, movement, and human connection. It ’s time to expand the way we think about feeding, not only to nourish the body but to design cognition itself. The brain in the highchair From the first spoonful, a child’s relationship with food becomes a full-body, full-brain experience. A simple piece of mango isn’t just mango. It’s: Sensory stimulation (texture, aroma, temperature) Emotional learning (pleasure, frustration, autonomy) Cognitive mapping (novelty, memory, pattern recognition) Motor development (pincer grasp, oral coordination) Feeding is a multisensory lesson that no supplement, no toy, no “educational app” can replace. Research in developmental neuroscience shows that taste exposure between 6-24 months profoundly influences later openness to new foods, attention, and emotional adaptability. Think of this period as the brain’s “culinary imprinting window”, the time when it learns not just what food is, but how to feel about it. When food is repetitive, overly processed, or reduced to soft, monotone purées for too long, the brain receives fewer sensory challenges. A curious eater often becomes a cautious one, not because of personality, but because the sensory landscape has been narrow. By contrast, a child who is regularly exposed to a diversity of colors, textures, shapes, and flavors receives thousands of tiny “data points,” helping the brain develop flexibility. The forgotten senses Parents often focus on taste alone, but feeding is a symphony of senses. Texture trains fine motor skills, oral motor strength, speech musculature, and sensory tolerance. Color and visual contrast support visual processing, pattern recognition, and curiosity. Aroma and temperatures activate memory and emotional learning structures in the hippocampus. Sound, the crunch of a carrot, the fizz of a fermented drink, contributes to multisensory integration. Children don’t simply eat with their mouths. They eat with their whole sensory systems, and those systems shape cognition. When early meals are limited to smooth textures or narrow sensory profiles (a common path in picky eaters, ARFID (avoidant/restrictive food intake disorder), or after prolonged purée use), sensory integration weakens. The brain becomes less tolerant of novelty, a dynamic that affects both food and non-food experiences. As a pediatric feeding specialist, I see this daily, children who are described as “picky” or “fearful” often simply lack the sensory diet they needed for the brain to feel safe exploring. Nutrients that build minds While sensory experience shapes neural circuits, nutrients act as the literal building materials. DHA (Omega-3s): Supports flexible neural membranes and rapid signal transmission. Linked to attention, memory, and emotional regulation. Found in fatty fish, algae oil, and eggs. Iron & Zinc: Critical for myelination, the brain’s wiring insulation, and for dopamine production, the neurotransmitter of curiosity and motivation. Choline: Essential for acetylcholine, the neurotransmitter of learning and memory, found in eggs, liver, and some beans. Folate & B12: Run the methylation “switchboard” that determines which developmental genes activate during brain growth. Antioxidants & Polyphenols: Protect neurons from inflammation and oxidative stress, and support mental stamina. Protein & Essential Amino Acids: Provide the raw materials for neurotransmitters, structural brain proteins, and energy stability. But the real magic lies in diversity. A varied diet supports a rich gut microbiome, the microbial ecosystem that produces neurotransmitters like serotonin (up to 90% produced in the gut). The microbiome is increasingly seen as an extension of the brain itself. A diet of rainbow foods builds a rainbow mind. Emotional nutrition: Feeding curiosity, not compliance Parents often describe feeding as a battle of wills. But for the child, mealtime is an early laboratory of autonomy. The emotional patterns formed around food, pressure, freedom, exploration, shame, joy, leave traces in the developing brain. Offer, don’t force: When children feel pressured, the amygdala (the brain’s fear center) activates, suppressing appetite and exploration. Normalize repetition: The brain loves familiarity before novelty. It may take 20+ exposures for true acceptance. Licking and smelling counts as much as biting and chewing! Model curiosity: A parent’s facial expression and language shape the child’s neural response to new foods through mirror neurons. Allow sensory play: Touching purée, smelling herbs, smashing peas with fingers, these aren’t “bad habits.” They’re sensory literacy. A child who feels safe, autonomous, and curious at the table is learning skills that extend far beyond nutrition. These are the same circuits that later support creative thinking, resilience, and adaptability. Every mealtime is a tiny leadership lesson for the brain. Designing a cognitive kitchen Instead of treating meals as chores, think of them as small sensory-building experiences. A cognitively rich plate often includes: Multiple textures (soft avocado, chewy chicken, crisp cucumber) Contrasting colors to engage visual interest One small novelty, a herb, a spice, a new shape Participation, letting children sprinkle seeds or choose a color of fruit A calm environment that welcomes exploration rather than speed This is not complicated. It does not require Michelin-star plating. It simply requires intention and commitment. Think of yourself as the architect of your child’s sensory world. The future of feeding We are living in a moment obsessed with cognitive enhancement. Adults chase nootropics, microdosing, and neuro-biohacking. But the truth is almost comically simple: The most powerful cognitive enhancer is early childhood nutrition. Everything else is a footnote. Despite this, early feeding is often the last frontier in wellness. Doctors tell us what not to give (sugar, processed foods), bloggers teach us how to make 100 different banana pancakes… But we rarely see what feeding could be, a daily, joyful act of shaping the brain for curiosity, emotional intelligence, and healthy risk-taking. Imagine if pediatric nutrition was treated as early cognitive architecture. Imagine if baby food companies prioritized sensory and cognitive richness instead of convenience. Imagine if daycare menus were designed with neurodevelopment in mind. Family longevity doesn’t begin with anti-aging clinics. It begins at the highchair. A final thought Feeding is one of the earliest forms of communication. Long before children speak, they learn through food whether the world is predictable or surprising, safe or scary, monotonous or full of possibility. When we move beyond baby food, beyond smooth beige sameness, we teach far more than eating. We teach curiosity. We teach courage. We teach discovery. And in doing so, we nourish the most important organ they will ever have, their growing brain. Follow me on Instagram , LinkedIn , and visit my website for more info! Read more from Anastasia Schenk Anastasia Schenk, Pediatric Feeding Specialist/Integrative Nutrition Anastasia Schenk is a Pediatric Feeding Specialist and Integrative Nutrition Health Coach who reversed her own autoimmune disease through nutrition. A mother of two, she combines clinical expertise with lived experience to help families navigate picky eating, Pediatric Feeding Disorders, ARFID, gut health, and chronic inflammation. Her programs are evidence-based and rooted in real life, supporting children from starting solids to young adulthood. She is the founder of Early Eaters Club, a platform dedicated to raising resilient, adventurous eaters for lifelong health.

David Davis , lawyer and founder of Davis Immigration Law Office in Manitoba, is a distinguished professional with a GPLLM degree from the University of Toronto Faculty of Law and an LLM degree from York University Osgoode Hall. Known for his expertise in immigration and cybersecurity matters, David has made significant contributions to legal education as a guest lecturer at institutions like Robson Hall Faculty of Law and Humber College. Describe how you got into the business of immigration services. David Davis:  I completed a Master’s degree program at the University of Toronto and a second Master’s at York University this year, where I focused heavily on new technology and its intersection with immigration and privacy laws and their impact on diverse communities. My interest was piqued when I started volunteering with local organizations that assisted newcomers with settlement and legal documentation. That experience showed me how critical this work is, and I wanted to be a part of making the process smoother for others. What circumstances led you to specialize in immigration services? David Davis:  It came from my interest in wanting to help people transition into new lives, especially those fleeing adverse situations. I’ve always believed that everyone deserves a fair chance at starting over, and immigration services are where I can make that happen for others. What brought you to the field of cybersecurity? David Davis: I am fascinated with the issues that arise in our increasingly digital world. Cybersecurity is a rapidly evolving field, and I was drawn to it because it intersects with privacy, data protection, and ethics. Working on cases that involve protecting individuals’ online identities and sensitive information feels like vital work in this era. What challenges have you faced in your career, and how did you overcome them? David Davis:  One of the biggest challenges was balancing the human element of my work with the technicalities of the field. Early in my career, I realized that being empathetic and approachable was just as important as being detail-oriented. I overcame this by actively listening to clients’ stories and then combining that understanding with my technical skills to offer practical solutions. What advice would you give to someone starting out in this field? David Davis:  Always stay curious and never stop learning. The landscape is constantly changing, so staying updated is key. At the same time, build strong relationships with mentors and peers. Those connections will guide you through tough times and open doors to new opportunities. How do you balance work with your personal interests? David Davis:  Running, golf, and traveling are my outlets. They give me the balance I need to recharge and maintain a healthy perspective. I make it a point to schedule time for these activities, no matter how hectic work gets. What motivates you every day in your role? David Davis: Knowing that I’m making a difference in people’s lives is incredibly motivating. Whether it’s helping someone reunite with their family through immigration or safeguarding their digital footprint, the impact of my work keeps me going. Follow David’s Journey David Davis on LinkedIn David Davis on Crunchbase David Davis’ Blog About David Davis David Davis  is a lawyer who stands out as a committed advocate for his clients and a leader in his field. Through his work at Davis Immigration Law Office, his guest lectures, and his community involvement, David embodies the values of service, expertise, and innovation. Whether addressing the complexities of immigration services or advancing cybersecurity issues, his dedication inspires both his peers and the next generation of professionals. Beyond the office, David balances his time with family, outdoor pursuits, and his love for jazz trumpet, reminding us all of the importance of passion and perseverance in achieving a fulfilling career and life.

Written by Oksana Didyk, Strategist, PhD in Political Branding, Author Oksana Didyk is a strategist and researcher in political branding and customer insights. Author of "The Master Watching Over – The Strange Comfort of Strongmen," she explores leadership patterns in the Middle East and beyond, advising organizations on global strategy. It always starts with something small, a heaviness you can’t quite locate, a tension that doesn’t fully explain itself. You tell yourself you’re fine, rational, in control. And then, almost without noticing, you reach for a scented candle, a productivity app, a snack, a gadget promising to make one corner of life feel easier. Modern buying is rarely about need. It’s about soothing. We purchase brief emotional relief packaged as valuable objects. This isn’t a personal flaw. It’s a cultural shift. We’ve entered what I call Emocracy, a system where emotions quietly lead our decisions, from the brands we trust to the routines we adopt, to the small items that help us cope with uncertainty. In Emocracy, feelings don’t accompany the choice, they are the choice. The shift wasn’t dramatic. It grew from a world overloaded with stimulation, instability, and expectations. Somewhere along the way, many of us began outsourcing emotional regulation to the marketplace. Feeling overwhelmed? There’s a product. Feeling lonely? Also a product. Feeling uncertain about who you’re becoming? There’s a subscription promising clarity. Brands didn’t invent this dynamic. They simply recognized it and built around it. In this article, we explore why emotional decision-making now dominates consumption, how brands and social media amplify it, why it shows up even in professional settings, and what both consumers and companies can do to navigate Emocracy with clarity rather than autopilot. What is Emocracy? A system where feeling becomes the shortcut Emocracy is what happens when emotions take the steering wheel because logic is simply too slow, too heavy, or too exhausted to keep up. The premise is straightforward. In a world of overload, we rely on what feels right, not what is carefully reasoned. That’s not a moral failure, it’s a coping mechanism. When everything demands attention, news, work, family, performance, identity, our brains reach for shortcuts. Emotional clarity is immediate. Rational clarity takes cognitive fuel most people no longer have to spare. Political branding normalized this decades ago. Campaigns discovered long before brands did that people respond more quickly to belonging, hope, fear, or nostalgia than to data or detailed plans. Once this emotional approach became culturally familiar in politics, the marketplace realized it could use the same logic. Today, consumers behave like emotional citizens choosing leaders, except the leaders are brands promising reassurance, identity, and order in a world that feels chaotic. The emotional economy: Why we buy to feel, not to own Modern consumption is driven less by functionality and more by emotional need. This doesn’t mean we are irrational. It means we are humans. 1. Emotions lead, logic justifies Neuroscience consistently shows that decisions begin emotionally before they become logical. We often explain purchases with neat rational sentences only after the emotional impulse has done its work. It’s not that people lack discipline. It’s that emotional exhaustion is widespread, and soothing is faster than analysis. 2. Emotional deficits create entire product categories Without drama or self-pity, it’s simply true that many people today live with: constant low-level stress uncertainty about the future overstimulation loneliness despite connection pressure to self-optimize Brands don’t cause these conditions, but they build around them. Many modern products, wellness rituals, calming items, and identity-building tools are designed to function as small emotional stabilizers. 3. Buying is self-regulation People shop to feel: a moment of control a sense of progress the comfort of predictability the identity they want to inhabit relief from tension a temporary emotional upgrade It’s not addiction. It’s self-management using the tools society makes most available. 4. Relief is real, but temporary The emotional spike comes from anticipation, not ownership, which is why excitement often fades quickly after unboxing. We’re not buying objects. We’re buying the moment the object promises. And when the relief fades, the emotional need remains, sending us back into the loop. The emotional loop behind every purchase Most emotional buying follows the same predictable arc: Trigger to Emotion to Product to Relief to Reset This loop is not manipulative by definition, it’s simply how our psychology works. But it’s also the foundation of today’s most successful product categories. Common triggers include: stress boredom loneliness self-doubt identity pressure the general “I should be more together by now” feeling The brain seeks relief, and the marketplace offers it, a tool, a treat, an upgrade, a promise. The relief is genuine, but short-lived. The loop begins again when the next trigger surfaces. Once you see this loop, it becomes easier to understand your own patterns, and harder for brands to guide your choices without your awareness. Social media: The engine room of Emocracy If Emocracy is the system, social media is the power grid. Platforms amplify emotions, compress attention spans, and create immediate pathways from feeling something to buying something. Algorithms reward emotion What rises to the top of any feed is whatever produces emotional engagement. Calm information rarely wins. What wins is: longing aspiration envy outrage aesthetic fantasy micro-inspiration Emotional jolts become data points, which become advertising prompts, which become products appearing at precisely the moment your emotional resistance is lowest. Influencers sell emotional alignment, not objects Influencers function like emotional intermediaries. People follow them not for rational guidance but for: reassurance (“You’re not alone”) identity cues (“This is the lifestyle you could live”) soft vulnerability (“My day was chaotic too”) aesthetic consistency (which feels like stability) Purchasing becomes a way of stepping into a micro-community or a narrative that feels emotionally smoother than real life. The nighttime economy The late-night scroll, when rational bandwidth is lowest, is a peak emotional buying window. People look for calm, control, or comfort, and platforms respond instantly. It’s not manipulation, it’s design. Recognizing that design brings the power back to the user. Logic vs. emotion – The short version In an overstimulating environment, logic becomes a luxury. Emotional decisions are faster, easier, and often feel safer. People don’t weigh dozens of product claims. They look for the option that feels trustworthy, familiar, calming, or aligned with who they want to be. Emocracy doesn’t eliminate rationality. It simply means emotions get to the decision first. Emocracy in B2B and professional decision-making (shortened) We like to imagine that the workplace is a rational bubble where choices are made through analysis, comparison tables, and objective arguments. But offices are emotional ecosystems just like homes, and sometimes even more so. 1. Emotional risk is greater than technical risk In B2B, the greatest fear is not that a product won’t work. Is it that a decision will cause blame? This makes emotional safety the true currency of choice. This is why: “safe” vendors outcompete innovative ones familiar brands win even when newcomers offer better features personal relationships carry more weight than technical specs People are not selecting products, they are selecting emotional protection. 2. Reputation becomes emotional armor A vendor with a strong reputation gives buyers psychological cover. If something goes wrong, the buyer can say, “We chose the respected option.” Reputation reduces anxiety, and in Emocracy, anxiety reduction is often more important than optimization. 3. B2B purchases follow the same emotional hooks as consumer purchases Just dressed in professional language. Reassurance: risk reduction, predictability Belonging: aligning with what similar organizations choose Escape: tools that promise clarity, efficiency, transformation A workflow tool becomes the fantasy of a calmer workday. A consultant becomes a promise of clarity in chaos. A familiar enterprise vendor becomes a psychological shield. 4. Internal organizational politics are emotionally charged Behind every “business case” are unspoken emotional realities: who gains influence who feels threatened who wants to avoid conflict who needs a quick win who fears being blamed Understanding these factors is essential. Data matters, but emotional dynamics close the deal. In short, B2B decisions are no less emotional, they’re simply more discreet about it. The consequences of Emocracy: The good, the bad, the dangerous The good Emocracy has pushed brands to acknowledge emotional realities.UX is gentler. Communication is kinder. Design is more inclusive. Customer experience is no longer a “nice to have”, it’s a strategy. This emotional awareness has made many products easier, more humane, and more accessible. The bad Emotional buying can become a coping loop. Not because people are weak, but because the relief is brief. Overconsumption, inconsistent self-worth, and financial stress are common outcomes when emotional regulation leans too heavily on purchases. The dangerous Some brands drift from empathy into exploitation, using insecurity, pressure, or emotional urgency to drive conversion. The risk is not manipulation alone. It’s the normalization of the idea that emotional discomfort must be immediately soothed through consumption. Emocracy matters because emotions are powerful, and markets now have direct access to them. How we can navigate Emocracy The goal is not to suppress emotional buying. It’s to make it conscious. Recognize the trigger – Ask: “What emotion am I trying to regulate right now?” Not: “Should I buy this?” Awareness weakens the autopilot. Distinguish relief from fulfillment: Relief is immediate and temporary. Fulfillment is slower and lasting. Both are valid, but they serve different purposes. Knowing which one you seek changes the quality of the decision. Create digital emotional hygiene: The internet is emotionally intense. A few habits help: limit scrolling during emotionally vulnerable times unfollow accounts that trigger comparison reduce saved payment shortcuts add a small pause before switching platforms These are not restrictions, they are buffers that give emotions space to settle. Emotional agency in a market-shaped world We live in a world where it’s easier to buy something than to feel something. A world where every emotion – loneliness, stress, hope, boredom, is instantly met with a product promising to ease it. That doesn’t make us shallow. It makes us human. Emocracy is not a failure of society, it’s a mirror of our emotional needs in a demanding era. Brands respond to those needs, sometimes helpfully, sometimes carelessly, sometimes insightfully, sometimes opportunistically. But the real power stays with us. We don’t need to reject emotional buying. We simply need to notice the feeling that reaches for the purchase. The question is not, “Should I buy this?” but “What part of me is asking for care right now?” Whatever happens next, buying or not buying, becomes an act of awareness rather than reaction. In Emocracy, clarity is the new power. And it begins not with the product, but with the emotion beneath the impulse. Follow me on LinkedIn , and visit my website for more info! Read more from Oksana Didyk Oksana Didyk, Strategist, PhD in Political Branding, Author Oksana Didyk is a strategist and researcher in political branding, customer insights, and the curious ways people choose everything from leaders to lattes. With a PhD in political branding, she has spent years examining how power, trust, and image are manifested in the Middle East and across global markets. Author of The Master Watching Over – The Strange Comfort of Strongmen, she blends sharp analysis with storytelling to reveal why people long for certain kinds of leaders, even when logic suggests otherwise. She is also the founder of The Didyk Consultancy, where she advises organizations on global strategy, market entry, and branding. Her mission, no decision left unexplored, because behind every “yes” is a reason worth knowing.