Written by Teela Hudak, Burnout Recovery Strategist Teela Hudak is a burnout recovery strategist with 15 years in psychology and social services. She helps high-achieving professionals restore energy, clarity, and focus through evidence-based, person-centred strategies. High-achieving professionals often encounter a stage where their sustained effort no longer yields the reliable output it once did. The external demands may not have changed, yet the internal cognitive demand of executing them grows. The focus they once commanded now requires more deliberate concentration, and the close of the day is marked by a depleted state that persistently lingers. This subtle internal strain is often how exhaustion settles for leaders who operate under rigorous demands with diminished capacity for restoration. Leaders carry formidable cognitive and emotional loads. They are tasked with decisions that shape organizational trajectory, responding to constant complexity, and managing problems that require steady, integrated attention. When these demands persist without sufficient restoration, the mind and body lose the margin necessary for enduring performance. The resulting erosion manifests in small ways at first: the work requires steadier effort to complete, professional interactions feel more draining, and mental sharpness subtly slips in ways that are easy to rationalize because the changes arrive so gradually. Many high achievers have simply learned to normalize this state of depletion. It becomes an unquestioned component of their routine, affecting their executive presence, their judgment, and their coherent connection to purpose. This experience is a systemic consequence of intensity and organizational structure that offers little space for integrated recovery. Resilience is a methodology that strengthens the internal foundation for sustainable performance. It offers a path toward a healthier, more aligned relationship with responsibility. The hidden cost of exhaustion for leaders On a cognitive level, chronic exhaustion critically interferes with the mental steadiness leaders rely on. When the mind is under perpetual strain, decision-making becomes slower and more effortful. The ability to maintain focus is diminished, and processing complex information becomes increasingly challenging. Leaders describe working through a kind of cognitive "fog," where tasks that once were intuitive now demand deep, deliberate concentration. This form of cognitive fatigue compromises foresight, strategic planning, and the ability to evaluate trade-offs with the depth required. The pressure to meet expectations remains, but the internal capacity that supports clear, coherent thinking has been thinned by ongoing demand. Relationally, chronic fatigue has the effect of aggressively narrowing emotional bandwidth. Leaders who are emotionally depleted often observe a growing distance from their peers and teams. This outcome stems from operating with insufficient internal reserve for connection, not a deficit of care. In high-demand environments, this loss of executive presence can erode team trust and inject strain into previously stable dynamics. At home, the same exhaustion reduces the energy required to stay intentionally engaged. The cumulative result is a pattern of relational thinning that grows from systemic fatigue, not from intention. Across the organization, the effects widen into a systemic consequence. A leader’s energy dictates the tone of a team, and strain at the top invariably shifts collective morale. People look to their leadership for steadiness and direction. When that leadership is visibly affected, the entire surrounding environment absorbs the impact. Teams may become more cautious, less collaborative, or more reactive in their own work. The absence of a supportive leadership presence compromises engagement and retention, and in cultures already carrying high pressure, the strain can move systemically through the group. Fatigue is not a contained individual experience. It touches structures, expectations, and the overall health of the organizational foundation. These costs are often overlooked because they develop so gradually. Leaders routinely meet deliverables and fulfill responsibilities even as their internal resources decline. Outward performance can effectively mask an inner erosion that simultaneously affects cognition, relationships, and organizational energy. This is the hidden weight of chronic exhaustion. It reaches far beyond simple tiredness and fundamentally reshapes the foundation of effective leadership. Why high performers are more vulnerable than they realize The high-achieving leader is often the last to recognize the signs of erosion, precisely because the behaviors that fuel early success also mask the developing strain. This vulnerability is not due to a lack of awareness, but stems from a complex intersection of identity, capacity, and organizational design. For many, self-worth becomes deeply linked to output and reliability. This dynamic, often referred to as "competence-based self-esteem," predisposes individuals to invest excessive effort to continually validate their value, a pattern that significantly increases the risk of chronic exhaustion over time. In executive environments, a strong professional identity, defining oneself primarily through the work role, has a dual effect. While it correlates with higher job satisfaction, it simultaneously creates immense pressure to maintain an elevated level of performance. This commitment can inadvertently mask early symptoms of fatigue and prevent the acknowledgment of depletion until professional dysfunction is unavoidable. The profound commitment that drives success does not serve as an immunization against burnout. It often functions as a delay mechanism. Compounding this is the persistent assumption that successful professionals hold an indefinitely sustainable internal capacity. This myth is reinforced by early and sustained success driven by high work engagement. However, this unchecked absorption in work leads, over time, to a verifiable pathway of exhaustion and stress. What begins as intense engagement can evolve into a pattern of compulsive overwork, where the pathological symptoms associated with overextension are directly linked to eventual cognitive and physical exhaustion. The evidence demonstrates that the relentless drive that produces success is not limitless capacity, but a resource that must be strategically managed to avoid system breakdown. Crucially, exhaustion rarely originates from a single stressful moment. It is the result of chronic exposure to high demands within systems that are structured to reward overextension and undervalue integrated recovery. The strain experienced by leaders is not a function of individual weak points or a deficit of resolve. It is a structural challenge. In environments where high professional identity, high job demands, and limited resources coincide, the risk of burnout intensifies. Research confirms that strong professional commitment, when combined with stress and a scarcity of psychological resources, is a powerful predictor of fatigue, underscoring that the risk is rooted in the systemic context. What resilience actually means for modern leaders Resilience, when viewed through the lens of executive performance, is fundamentally an adaptive capacity and a leadership asset. It is not about raw endurance or simply "toughing it out" through hardship. Instead, it is defined as a sophisticated system that protects a leader’s ability to sustain clarity, energy, and presence under ongoing demands. For the modern leader, this means developing a methodology that enables strategic recovery from stress, supports mental health, and allows effective functioning even when workloads fluctuate. Leaders with higher stress-resilience resources exhibit lower exhaustion and a greater sense of personal accomplishment over time, demonstrating that resilience supports sustained presence and performance rather than mere survival. Organizational reviews emphasize that resilient leadership is rooted in adaptive response to uncertainty, maintaining composure, and guiding teams effectively through complexity. This requires more than simply enduring. True resilience lies in building a sustainable system that can adjust to workload, seasonal demands, and personal bandwidth. Improving psychological flexibility, for instance, enhances a leader’s ability to manage shifting work demands and stressors, reducing exhaustion while increasing personal accomplishment. Structured resilience interventions lead to improved well-being and a greater capacity to manage stress over time. This adaptive capacity positions resilience as a crucial preventative strength, the safeguard that protects long-term performance and prevents strain from escalating into systemic collapse. Resilience underpins sustainable leadership, enabling high achievers to withstand recurring stressors, maintain high-level output, and avoid system collapse under chronic demands. It is the strategic foundation for a career built on enduring success rather than short-term sacrifice. How resilience protects leaders in high-stakes roles Resilience is a practical, measurable leadership advantage that directly impacts business outcomes. In high-stakes roles where the margin for error is thin, a leader’s ability to maintain cognitive steadiness and presence determines overall effectiveness. One of the most critical protections resilience offers is improved decision quality. In high-pressure environments, individuals with developed stress-resilience demonstrate stronger decision-making capacity. This preparation helps maintain cognitive performance under duress, preventing the decline in clarity and strategic foresight that typically occurs as pressure mounts. For executives, this means sustaining the objective judgment required to evaluate complex trade-offs and guide teams through ambiguity. Resilient systems support composure and focus before, during, and after high-pressure episodes. Resilience also directly supports emotional regulation under pressure, which is essential for protecting team confidence. Higher psychological resilience is associated with lower emotional exhaustion and more effective coping with chronic stressors, allowing leaders to maintain a stable emotional tone. This stability enhances communication during challenging circumstances and enables leadership to foster employee growth even during crises. When a leader embodies composure, they prevent unnecessary strain from cascading through the team, maintaining grounded and constructive communication when stakes are highest. Ultimately, resilience secures sustainable performance. It enables consistent, high-level output without sacrificing health or professional longevity. Strengthening resilience reduces burnout and improves long-term commitment and job satisfaction, demonstrating that resilience supports enduring productivity rather than short bursts of endurance. Leadership-specific resilience programs that integrate personal coping strategies with organizational support are designed to protect against exhaustion accumulation, preserving long-term performance capacity in high-stakes environments. What modern leaders can do right now to reduce exhaustion The shift from exhaustion to sustainable performance begins with implementing small, intentional controls over the system. For the modern leader seeking to restore capacity, the first phase is a rapid strategic realignment focused on awareness, boundaries, and identity. The initial step is to conduct a quick system check for energy leaks and recovery deficits. Use self-reflection to identify when work demands consistently outpace recovery opportunities, as this chronic imbalance is a direct predictor of strain and reduced well-being. Leaders must monitor work-life boundary encroachment, such as off-hours work or blurred separation between home and professional spaces, as poor boundary management is a documented cause of increased mental strain and diminished recovery. Finally, evaluate whether a sense of identity is overly tethered to professional output. When self-worth is conflated with the work role, the tendency is to push through exhaustion, leading to systemic resource depletion. Once the assessment is complete, the focus shifts to restoring energy through micro-moments of recovery. Integrating short, accessible practices into the daily routine protects energy and sustains performance. This involves implementing micro-breaks, even for a few minutes, during work to reduce fatigue and sustain vigor. Structured micro-break interventions, such as brief pauses or physical detachment, improve psychological well-being and reduce strain over time without requiring large-scale lifestyle changes. Crucially, cultivate mental detachment after work through a clear transition from professional to personal time, as this dedicated recovery period is critical to maintaining long-term psychological resources. Simultaneously, leaders must strengthen boundaries. Setting and protecting healthy boundaries, such as defining work hours and limiting after-hours activity, is an evidence-supported method to prevent burnout and preserve resources. In roles with high overlap, deliberately managing boundaries through segmentation of time, space, and tasks helps prevent work-life spillover. Organizational support for boundary setting, such as respecting off-hours and discouraging an always-on culture, strengthens resilience across teams. Finally, protect your capacity by reconnecting with identity beyond work. Cultivating aspects of self-concept and purpose outside the professional role buffers against emotional exhaustion. Engaging in practices that help a leader reconnect with non-work values or interests supports recovery and reduces burnout by reinforcing a necessary boundary between self and job role. Encouraging a diversified self-concept contributes to long-term resilience and sustainable performance by replenishing psychological resources depleted by high demands. From depletion to direction: The strategic investment in resilience The erosion of cognitive capacity and relational presence is the true cost of unmanaged exhaustion. The relentless drive that defines high achievement is a powerful engine, but without a methodology for strategic restoration, it inevitably leads to resource depletion. The vulnerability leaders experience is systemic, and the solution must be systemic as well. Resilience must therefore be treated not as a soft skill or a luxury, but as an essential strategic investment that protects performance longevity. Building a leadership resilience system is the action that secures decision quality, stabilizes emotional regulation, and ensures sustained high-level output. Sustainable success is achieved not by pushing harder, but by intentionally designing a system that ensures consistent recovery of clarity and energy. This is the difference between achieving short-term outcomes and securing enduring, integrated leadership. The time to address this critical leadership asset is now. To further explore the specific methodology for building your Leadership Resilience Blueprint, visit my website . To engage directly with the strategic framework, join one of the upcoming Executive Masterclasses. Follow me on  Facebook ,  Instagram , and LinkedIn for more info! Read more from Teela Hudak Teela Hudak, Burnout Recovery Strategist Teela Hudak is a burnout recovery strategist and writer who helps professionals restore clarity, energy, and steadiness. With 15 years in social services and a degree in psychology, she draws on proven techniques, evidence-informed practices, and her own lived experience to guide people in creating tools that fit their lives. Each person she works with walks away with a customized approach designed around their needs, values, and rhythms. Her work offers a clear, supportive framework that helps people move out of survival mode and into sustainable ways of living and working.

Written by Jean-Marc Degioanni, EMR Sensitivity Specialist Jean-Marc is a pioneer in EMR protection and a multi-disciplinary health practitioner. With scientifically certified solutions, he helps people, homes, and pets live healthier lives in an increasingly EMR-saturated world. Screens are shaping how children learn, play, and connect, but their growing presence comes with hidden costs. This article examines what current research reveals about screen exposure, visual stress, and childhood eye health, while offering practical guidance to help families create a healthier balance in a digital world. “Have we unknowingly designed a future where, despite all age groups being affected, our children’s freedom exists only behind a screen?” – Jean-Marc Degioanni, EMR Sensitivity Specialist & Naturopath Screens are now woven into every part of modern life, from classrooms and homework to socialising and entertainment. While technology brings undeniable advantages, its rapid expansion has created quiet but growing challenges for children’s eyes, nervous systems, posture, and overall well-being. This article explores what current research and clinical observations reveal and the practical steps families can take today. Childhood myopia: A growing global trend Around the world, childhood myopia is rising faster than expected. Today, 1 in 3 children is myopic, and forecasts suggest that nearly 40% of children aged 5 and older will be myopic by 2050. Some regions show even more dramatic trends, for example, South Korea, where up to 73% of children are reported to be myopic. Researchers point to a mix of factors: High screen exposure Intensive academic pressure Limited outdoor time Reduced natural light exposure These patterns highlight a critical imbalance between near-vision tasks and the far-vision stimulation that children’s eyes need to develop healthily. Digital eye strain: The new normal Digital eye strain, also known as computer vision syndrome, has become increasingly common in both children and adults. Typical symptoms include: Dry, irritated, or burning eyes Blurred vision Headaches Difficulty concentrating Tension in the neck, shoulders, or trapezius muscle. These symptoms often surface after extended screen use, especially when the device is too close, the lighting is poor, or breaks are infrequent. Children are particularly vulnerable, as their visual system is still developing and they often spend long periods absorbed in close-up tasks, unaware of early signs of discomfort. When glasses trigger EMR sensitivity A lesser-known but emerging topic concerns how modern lens coatings affect sensitive individuals. As a clinician, author, and researcher, Dr. Dieuzaide has documented clinical cases in which anti-reflective or anti-screen coated lenses appear to provoke reflex muscular tension, including: Tightness in the neck and trapezius Shoulder discomfort A sense of instability or imbalance He proposes that subtle electromagnetic incompatibilities between the coatings and certain people’s neuromuscular systems may be involved. While this area requires more research, it resonates with individuals who consistently experience tension or discomfort only when wearing specific glasses. Some users report that Areca Plus Card™ or Areca Plus Necklace™ helps reduce this tension by harmonising the perceived EMR load from digital devices, offering relief where other solutions fall short. Practical recommendations for children & adults (Advised by Jean-Marc Degioanni, EMR Sensitivity Specialist & Naturopath) Limit screen sessions: Use structured blocks of 20-30 minutes, followed by visual breaks. Apply the 20-20-2 rule: Every 20 minutes, look 20 feet away for 2 minutes. Encourage daily outdoor time: Aim for 90-120 minutes of natural outdoor light to support healthy eye development. Optimise lighting & viewing distance: Prefer warm, indirect light. Keep devices 40-50 cm from the eyes. Reduce EMR exposure where possible and observe how the body responds. Consider supportive tools Some individuals benefit from harmonising tools like the Areca Plus Card™ and Areca Plus Necklace™, available from EMR Sensitivity, an award-winning company. Some families use these tools to help manage screen-related discomfort and muscular tension. Insight & reflection “Screens are everywhere, but comfort, focus, and learning should never come at the expense of children’s eyes.” – Jean-Marc Degioanni, Naturopath Children are growing up in a world more digital than anything previous generations knew. Supporting their vision, both physical and metaphorical, means giving them more than screens, it means offering balance, nature, movement, and mindful habits. Conclusion Screens are here to stay. The challenge is not to remove them, but to create a healthier relationship with them, one that protects children’s eyes, mental clarity, and long-term well-being. With the proper awareness, simple daily practices, and supportive tools where needed, families can dramatically reduce the impact of visual stress, myopia progression, and EMR-related discomfort. These small choices today shape a clearer, healthier tomorrow for the next generation. Take the next step! Follow me on Instagram . Visit my Facebook profile and explore our full range of services and products on my LinkedIn profile. You can also explore our services and products on my website . Read more from Jean-Marc Degioanni Jean-Marc Degioanni , EMR Sensitivity Specialist Jean-Marc is a leading expert in EMR protection and electro-sensitivity. He is the founder of EMR SENSITIVITY and the innovator behind the scientifically tested Areca Plus Card™, designed to help neutralise the effects of everyday electromagnetic exposure. With a background in naturopathy and experience as a health consultant, Jean-Marc brings a unique perspective rooted in both science and lived experience. After overcoming his own EMR sensitivity, he has dedicated over 20 years to developing tools that support natural wellbeing in a connected world. His philosophy, “the body doesn’t lie,” remains the foundation of his work.

Written by Wendy Ann Marquenie, Inner Genius Global/Author and Creator Wendy Marquenie is a published author, creator of Genius & His Friends, and passionate advocate for inspiring young minds to develop creativity, resilience, and self-belief. With a background in personal development and education, Wendy empowers families and educators to nurture the next generation of leaders. Children today have endless access to information but fewer opportunities to explore, wonder, and think for themselves. Curiosity isn’t just a personality trait, it is a learnable mindset linked to creativity, problem-solving, resilience, and lifelong learning. By asking open-ended questions, turning daily moments into discovery, and celebrating mistakes rather than correcting them, adults can transform learning from passive consumption into active exploration. When children are encouraged to experiment, follow their interests, and find answers on their own, they build confidence, emotional capacity, and a lasting love of learning, making curiosity a powerful tool for thriving in a rapidly changing world. Why curiosity is the superpower of the 21st century We live in a time when answers are only a click away. But in a world dominated by search engines and instant gratification, the true superpower for children is not having all the answers, but knowing how to ask the right questions. Curiosity drives innovation, creativity, and lifelong learning. It is the foundation of scientific discovery, emotional intelligence, and entrepreneurial thinking. If we want to raise young people who can adapt and thrive in an unpredictable future, we must protect and nurture their natural sense of wonder. What happens when curiosity gets crushed As children grow, their endless questions often meet with impatience, busy schedules, or standardized education systems focused more on outcomes than inquiry. Over time, this can lead to disengagement, fear of failure, and a preference for memorising over exploring. When kids are told what to think instead of being encouraged to think for themselves, they begin to lose the spark that drives meaningful learning and discovery. The science of curiosity Curiosity is more than a personality trait, it is a powerful brain function linked to dopamine and reward systems. Research shows that when we are curious, our brains become more engaged and more capable of retaining information. Cultivating curiosity boosts critical thinking, motivation, and emotional resilience. Best of all, it is something we can model, encourage, and teach. The role of adults in fostering curiosity Children mirror the attitudes of the adults around them. When parents, teachers, and caregivers demonstrate curiosity by asking questions, exploring new ideas, or showing enthusiasm for learning, kids are more likely to follow. Creating a curiosity-friendly environment means embracing the unknown, encouraging experimentation, and showing children that it is okay not to have all the answers. 7 benefits of raising curious children Increased engagement in learning Better problem-solving skills Higher emotional intelligence Stronger relationships and empathy Greater creativity and innovation Improved academic outcomes Lifelong love of learning 10 proven ways to nurture curiosity in children Answer questions with questions: Instead of providing immediate answers, ask your child what they think. Encourage them to explore possibilities and express their ideas. Model lifelong learning: Let children see you learning something new, reading, or exploring a hobby. Talk about the things you are curious about. Celebrate mistakes: Frame mistakes as opportunities for discovery. Curiosity thrives in safe environments where failure is not feared. Encourage open-ended play: Give children access to materials that encourage imagination, like building blocks, art supplies, or dress-up costumes. Go on curiosity adventures: Visit museums, nature parks, libraries, or cultural events. Ask questions together about what you see and experience. Limit passive entertainment: Reduce screen time that provides easy answers or constant stimulation. Instead, promote activities that require engagement and thought. Read widely and wonder aloud: Read books that spark imagination and curiosity. Ask, "What do you think will happen next?" or "Why do you think the character did that?" Create a question wall: Put up a space at home or in the classroom where kids can write down questions they wonder about. Pick one to explore each week. Invite different perspectives: Encourage kids to ask others what they think and why. This builds empathy and broadens their view of the world. Make curiosity a habit: Incorporate "Curiosity time" into daily routines where kids can explore anything they’re interested in, even if it’s dinosaurs one week and volcanoes the next. Raising question-askers, not just answer-takers In today’s world, having access to information is easy. The real value lies in knowing what to do with it. When we teach kids to be curious, we empower them to explore, evaluate, and engage. We help them become independent thinkers, thoughtful listeners, and creative problem-solvers. Curiosity is the engine of progress, and it starts with a simple question, "Why?" Start encouraging curiosity today It doesn’t take much to spark a child’s imagination. A few thoughtful questions, a little space to wonder, and a lot of encouragement can go a long way. Curiosity isn’t something we have to teach from scratch, it is already there. Our job is to protect it, nurture it, and give it the freedom to grow. Follow me on Facebook , Instagram , and visit my website for more info! Read more from Wendy Ann Marquenie Wendy Ann Marquenie, Inner Genius Global/Author and Creator Wendy Marquenie is a passionate advocate for personal development and empowering young minds. After years of teaching dance and discovering her own potential through Bob Proctor's teachings, Marquenie created The Genius Books, a series designed to help children understand their thoughts, build confidence, and unlock their inner genius. As a published author and creator of educational resources, Wendy is dedicated to inspiring the next generation to imagine, dream, and succeed. Her mission: Cultivating the mindset for success from a young age.

Written by Barbara Suigo, Senior HR Consultant, Author, Charisma Expert Barbara Suigo is a charisma expert, HR consultant, and author. Specializing in the development of soft skills, she has published the "Charisma Trilogy" and offers personalized training and coaching programs for leaders and professionals. When the world hears the name Jeffrey Epstein, most people immediately think of wealth, power, impunity, and the systematic sexual exploitation of vulnerable young people. Few, however, have heard of Peter J. Nygård, the former Canadian-Finnish fashion mogul whose story, while less globally known, involves surprisingly similar dynamics of exploitation, coercion, and abuse at the highest levels of power. Unlike Epstein, whose case reverberated across the world and became a symbol of how power can hide predation, Nygård’s story has remained comparatively obscure outside certain legal and media circles. Yet the facts revealed by court proceedings, indictments, and convictions paint a disturbing picture of how influence, wealth, and access can be used to manipulate, isolate, and sexually exploit women and girls over decades. From humble beginnings to a fashion empire Peter J. Nygård was born in 1941 in Helsinki, Finland, and moved with his family to Canada as a child. He founded Nygård International in 1967, a fashion brand that became one of North America’s largest producers of women’s clothing. For years, Nygård cultivated the image of a self-made man, an immigrant who built an empire from nothing through drive and talent. Under his leadership, the company grew into a multinational operation with headquarters in Winnipeg and significant operations in Toronto, as well as a retail presence across the United States and Canada. His public persona was that of a successful entrepreneur respected in fashion circles, a narrative that helped shield him from scrutiny even as allegations began to surface. When the narrative collapses: Investigations and allegations Everything began to unravel in 2020, when Nygård was arrested in Winnipeg at the request of the United States on charges including racketeering and sex trafficking. According to the U.S. indictment, the allegations spanned from 1995 through 2020 and involved multiple victims across the United States, the Bahamas, and Canada. Prosecutors alleged that Nygård used his business and its resources to recruit, coerce, and maintain both adult women and minors for his own sexual gratification and that of his associates, using force, fraud, and coercion to isolate and control victims. In the U.S. civil lawsuit that triggered part of the investigation, at least ten women accused Nygård of luring them with false promises of fashion careers, model contracts, or support, only to subject them to abuse. Subsequent legal filings expanded the number of women coming forward to more than 130, alleging systemic exploitation through a network of recruiters and enablers. Some victims alleged they had been specifically targeted because they came from economically disadvantaged backgrounds or had prior histories of trauma, making them more vulnerable to promises of opportunity. The private suite in the Toronto headquarters One of the most disturbing aspects to emerge during the legal proceedings was testimony regarding a private bedroom suite inside Nygård’s company headquarters in Toronto. In court, several complainants described being invited to what appeared to be legitimate business meetings but were instead led into a hidden suite equipped with a bed, jacuzzi, and other furnishings, a space where they alleged they were subsequently assaulted. These accounts were part of testimony during the lengthy Toronto trial that led to criminal convictions. The suite became a central symbol of how the façade of corporate legitimacy and glamour could serve as cover for predatory behavior, a private world hidden just beyond the reception desk of a fashion executive’s office. Convictions and sentencing: Justice in part In November 2023, a jury in Toronto found Peter Nygård guilty of four counts of sexual assault in relation to attacks on women occurring between the late 1980s and 2005. The victims testified that Nygård lured them to his office under false pretenses and then assaulted them in the private suite. In September 2024, a Canadian court sentenced Nygård to 11 years in prison for those convictions, with the judge describing him as a “sexual predator” who had used his wealth and influence to commit multiple acts of sexual violence. Despite this sentence, Nygård still faces additional charges in other Canadian jurisdictions and is fighting extradition to the United States, where the federal indictment includes multiple counts related to racketeering, trafficking, and exploitation of minors by force, fraud, or coercion. Why this story hasn’t resonated globally Despite the severity of the allegations and the international nature of the charges, the Nygård case has not achieved the same global notoriety as the Epstein scandal. Part of this is likely due to differences in media ecosystems and celebrity involvement. Epstein had connections to prominent global figures that drew immediate attention. Nygård, by contrast, was known primarily within fashion and business circles, and his legal battles unfolded in multiple jurisdictions, fragmenting the narrative. Additionally, many allegations date back decades and involve delayed reporting, which often complicates both investigation and public awareness. Yet when the conduct is examined honestly, the patterns of exploitation, power imbalance, and coercion that emerge are strikingly similar to those seen in other high-profile abuse cases. The paradox of power: Success that hides horror The story of Peter Nygård reveals how easily public success can mask profound wrongdoing. For years, he was celebrated as an entrepreneurial success story, a leader in his industry with influence and contacts across continents. Meanwhile, according to civil complaints and criminal findings, he built a network of recruitment and exploitation that harmed many women and girls, some of whom were minors, over decades. These patterns, offering glamour and opportunity, then using wealth and status to isolate and dominate victims, expose a systemic danger whenever power exists without accountability. Conclusion: Beyond notoriety, facing the truth The rise and fall of Peter Nygård is not merely a scandal. It is a stark reminder of how success and visibility can be weaponized to exploit and silence the vulnerable. His story, complex, multi-jurisdictional, and deeply disturbing, demands scrutiny not just as a sensational case but as a lesson about the structures that allow exploitation to go undetected or unchallenged. It is crucial that societies look beyond surface narratives of success to confront the realities of abuse, and that accountability extends fully to those whose influence once shielded them. A call to share your story This subject will be explored in greater depth in my upcoming book, Charismatic Psychopaths, a study of the dark side of charisma and how some leaders turn their charm into tools of manipulation and control within organizations. If you have experienced or witnessed abusive behavior by a manipulative or psychopathic manager or leader, especially in a workplace context, please share your story with me. Opening up this conversation is essential for recognition, healing, and change. Follow me on Facebook , Instagram , LinkedIn , and visit my website  for more info! Read more from Barbara Suigo Barbara Suigo, Senior HR Consultant, Author, Charisma Expert Born in Italy and naturalized as a French citizen, Barbara Suigo is an HR consultant, author, coach, and trainer specializing in the art of charisma. With solid experience in corporate communication and extensive training in NLP, persuasion, and storytelling techniques, she supports professionals and companies by offering personalized coaching, training programs, and in-depth content. Barbara is the author of the Charisma Trilogy, a work that deeply explores how to develop and harness personal influence and leadership presence. She has also published other books focused on personal and professional growth, solidifying her role as a leader in the field of soft skills development.

Written by Paul Adamson, Global Leadership Keynote Speaker Paul Adamson is a global keynote speaker and leadership strategist who helps organisations navigate change, build resilient teams, and create breakthrough performance. His work blends real-world experience from being a professional sailor and pivoting into the business world. In calm seas, almost anyone can look like a good leader. You see it when markets are strong, diaries are full, and nothing truly tests the culture. But when the storm hits, when staff leave, systems fail, or the economy turns, that’s when your team looks up and silently asks, “Who are we really following?” In this article, I’ll show you how to become the kind of leader your team will follow through any storm by becoming more like a lighthouse: steady, visible, and endlessly reliable, no matter what the weather is doing. What does it really mean to be a lighthouse leader? Have you ever stood on a cliff at night and watched a lighthouse cut through the dark? The sea can be wild, the sky can be black, and the wind can be screaming. And yet that light just keeps turning and shining bright. Calm, consistent, and unbothered by the chaos around it. That’s what your team is looking for. Not perfection or a hero who never feels fear. But a steady, grounded presence they can orient themselves against when things get uncertain. Most leaders think leadership is about having all the answers. It isn’t. In a storm, leadership is about three things: Clarity, knowing where you’re going. State, managing your own psychology and energy. Connection, staying deeply connected to your people. The good news? You don’t have to be born with any of this. You can build it, one decision at a time. Why your team feels the storm more than you think Let’s start with something most leaders underestimate, just how much uncertainty their team endures. You might know what you’re building. You might lie awake at 3 a.m. thinking about the numbers, strategy, cash flow, or the next big move. But if that vision lives only in your head, everyone else is working in fog. At best, they’re guessing your direction. At worst, they’re constantly bracing for impact. Here’s the truth most owners or senior leaders don’t like to admit: The number one reason teams feel anxious, resentful, or disengaged is not “the economy,” “the staff,” or “this generation.” It’s a lack of clarity and communication from the top. When I walk into a business and start untangling what’s going on, it’s almost always the same pattern: The leader has a direction in mind. The team doesn’t fully understand it. Everyone is doing their best from their own script. Tension builds. Then someone gets blamed. If you want to be the leader your team will follow through any storm, you start here, turn on the light. 1. Set a vision your team can actually see When I was skippering a yacht on long passages, one of the first things I learned was this, "You can’t sail with your eyes in the boat." If you stare at your feet, your instruments, or the immediate waves, you drift. On the helm, you’re taught to keep your eyes out of the boat, on the horizon, on where you’re going. Business is the same. You might think you have a vision because you have numbers in a spreadsheet, a target turnover, or a growth goal. But ask yourself: Could every person on your team tell you, in simple language, where you’re going over the next 12 to 36 months? Could they tell you what success looks like for the business and for them personally? Have you painted that picture in colour, or just thrown out a few bullet points in a meeting and hoped it would stick? If your vision is blurry, your team’s behaviour will be inconsistent. If your vision is crystal clear, your team can start to self-correct when you all go off course. Quick tip: Block one hour this week and write down, in plain language: What you want this business or team to look like in three years. What you want your life to look like because of it. What that means for the people around you. Then start talking about it. Not once every six months at an off-site. Regularly, casually, and energetically until people could repeat it back to you in their sleep. That’s the beam of the lighthouse. 2. Own the three fingers pointing back at you One exercise I often do whilst I’m running a session is have everyone point their finger outwards and say, “It’s your fault.” Then I remind them of the three fingers that naturally point back at themselves and ask them what role they played in this. It’s a playful moment, but it cuts deep. It’s easy to say: “My team doesn’t care.” “No one wants to work hard anymore.” “I just can’t find good staff.” But what if that’s not the whole truth? What if: You haven’t trained them properly, yet you expect excellence. You haven’t set clear expectations, yet you punish wrong behaviour. You haven’t asked what truly motivates them, yet you wonder why they’re not engaged. At a recent keynote to a group of dentists, one guy in the room shared something powerful, “I’ve realised, Paul, that what lies between me and success is myself.” That level of ownership is where lighthouse leadership begins. Let’s apply this right now. Ask yourself: Where am I in my own way right now? Where am I blaming instead of leading? What am I avoiding having an honest conversation about? Lighthouse leaders are willing to do the inner work. They update and manage their own mindset first. 3. Protect your state like your life depends on it Because it does. At least, your leadership life. Your team doesn’t follow your title. They follow your emotional state. I often ask audiences to imagine how it would feel if I walked on stage with super low energy and said, “Morning. Yeah. Big sigh. We’ll do some stuff today that might help your life, I guess.” Nobody is following that guy into a storm. Yet so many leaders walk into their office or team meeting in that exact state, exhausted, distracted, emotionally somewhere else, and then wonder why no one is on fire. Your state is contagious. So you must learn how to manage it. You don’t need to be a motivational speaker. But you do need two things: A daily priming routine that starts your day on the right level. A pattern interrupt, something that changes your state fast when you’re spiralling the wrong way. Try this: Stop sleeping with your phone by the bed. For the first 30 minutes of the day, don’t touch a screen. Stretch, breathe, play one piece of music that you love. Ask yourself one powerful question, “Who needs me to be at my best today?” That’s you turning up the lighthouse lamp before anyone else even arrives. 4. Align the crew with simple, consistent rituals A lighthouse doesn’t decide randomly when to shine. It has a rhythm. Your team needs rhythm too. One of the simplest, most powerful tools you can use as a leader is a daily or regular huddle: 10 to 15 minutes. Same time. Same structure. Short, energetic, focused. You don’t need to overcomplicate it. In fact, please don’t. As Tony Robbins says, “Complexity is the enemy of execution.” Your huddle might include: What’s happening today? One win from yesterday we can celebrate. Any bottlenecks or problems to solve? One clear focus for the day. That last one is important. The brain loves clarity, and it also loves celebration. In other words, a dopamine hit. We cannot lead humans like machines. Humans are driven by emotion, meaning, and progress. Many teams never hear from their leader unless something’s gone wrong. That slowly kills morale. Lighthouse leaders: Catch people doing things right or nearly right. Support their team no matter what. Celebrate wins, no matter how small they are. Even something as simple as, “Hey, the way you handled that upset client yesterday was brilliant. Thank you.”, can shift the entire tone of the day. That’s what culture really is, those tiny moments repeated over and over. 5. Measure what matters, not everything When you’re sailing, you have endless data available. Wind speed, wind angle, depth, speed over ground, course over ground, currents, charts, radar, AIS, the list goes on. But when you’re crossing oceans, only a handful of numbers truly matter. The rest is just noise. Leaders often drown their teams in noise: 27 different KPIs. 14 dashboards. Constant shifting priorities. Remember this, Our brains can only handle “one, two, three, too many.” If you want to stay on course through a storm, choose no more than three key metrics that tell you if you’re: On track. Off track. Or drifting. For example: Where are we relative to our outcome? New client flow and conversion. Key revenue or project milestones. Then talk about those regularly in your huddles and meetings. Make them visible and simple. Make them a shared game, not a private spreadsheet. You don’t need more data. You need more focus. 6. Be the light, not the lightning Here’s the part that hurts a little. In a storm, your team will look up and pattern match your behaviour. If you: Panic. Blame. Withdraw. Or disappear into your office with your door shut. They feel it, mirror it, and the storm then feels ten times worse than it needs to be. Being a lighthouse leader doesn’t mean you never feel fear or frustration. It means you don’t live there. You choose, again and again, to: Stand still instead of scattering. Communicate instead of going silent. Take ownership instead of pointing fingers. Be present instead of hiding in your phone or your next big idea. You become the person in the room who says, “Okay. This is hard. But we’re not going anywhere. Here’s where we’re going. Here’s what we know. Here’s our next step.” You don’t control the storm. You control the light. Your next move: Start leading like a lighthouse If you take nothing else from this article, take this, "Your team is not looking for you to be perfect." They’re looking for you to be predictable in your values, your energy, and your presence. To become the leader your team will follow through any storm: Clarify the vision, make it simple and visible. Own your part, drop the blame, do the inner work. Protect your state, start each day like it matters, because it does. Create rhythm, use huddles, celebrations, and simple rituals. Measure what matters, and let the rest go. And remember, one life. Live it and lead like it counts. Would you like help to improve your leadership team? If you’re reading this and thinking, “That’s exactly the leader I want to be or my team to be, but I or they are not there yet,” that’s okay. Every great leader started in the gap between who they were and who they wanted to become. If you’d like support closing that gap, for yourself or for your whole team, I’d love to help. Consider this your invitation to: Reflect on where you are leading from right now. Share this article with someone on your leadership team. And, if it resonates, reach out and let’s have a conversation so we can explore how to build a lighthouse culture in your organisation. Your team is ready for a leader they can follow through any storm. The question is, are you ready to become that leader? Follow me on Instagram , LinkedIn , and visit my website for more info! Read more from Paul Adamson Paul Adamson, Global Leadership Keynote Speaker Paul Adamson is an international keynote speaker and leadership strategist known for helping organisations navigate change, build resilient teams, and unlock high-performance cultures. His journey began at sea, where he skippered a 27,000-mile global circumnavigation before leading the commercial turnaround of Oyster Yachts from administration to a £185M order book. Paul’s work blends high-stakes decision-making with practical leadership tools that drive real-world results. A cancer survivor, he speaks powerfully about resilience, purpose, and optimistic leadership. Today, he works with entrepreneurs, founders, and executive teams worldwide, helping them create breakthroughs that move them from where they are to where they want to be.

Written by Fredrica Kinlow, Intuitive Life Coach Free Kinlow is loved for her intuitive coaching style and her ability to help others discover and uncover their spiritual giftedness. She is the founder of Freedom Love Experience coaching service and The Gift Shoppe, a virtual workshop designed to support participants in learning how to identify and tap into their spiritual gifts. Welcome to The Gift Shoppe, a sacred space of remembrance. Each offering is a frequency, a revelation, a soul whisper wrapped in divine timing. This is Gift 7: The Coordinates of Your Remembering. If you read Gift Six, the aha moment was clear: As you remember who you are, everything that is yours arrives. That truth stayed with me. And the more I sat with it, the more I realized something deeper. Remembrance doesn’t just expand your consciousness. It corrects your coordinates. It places you at the exact vibrational “address” where your blessings have been waiting. Why coordinates matter Once I understood that, I began thinking about how often we try to manifest outcomes without first checking whether we are even located in the frequency where those outcomes exist. It’s not that the blessing is running from you. It’s that the blessing is trying to arrive at your real address, not the temporary version of you shaped by fear or doubt. Your blessings are programmed to find the aligned you, the remembered you. The GPS analogy This works the same way a GPS works. You can have the right destination in mind, but if your starting location is wrong or the routing information is incomplete, you’ll be guided to the wrong place every time. Identity functions the same way. The universe cannot guide you accurately when the internal information you are broadcasting is incomplete. For example My office address included a directional marker, SE. Without it, even with the correct building number and street name, clients would arrive at the wrong location. If “SE” was left out, the GPS consistently guided them to a different building just down the street. Whenever someone called saying they were lost, the first question I asked was always the same. “Did you include SE?” Almost every time, that’s what was missing. Being close wasn’t enough. The destination was still wrong because the coordinates were incomplete. Identity works exactly the same way You can pray, visualize, affirm, and take action, but if the energetic marker of your identity is missing, your blessings will land near your life, but not in it. You’ll feel like you are touching the edges of breakthrough, but never fully arriving. Your spiritual address is incomplete until you step into the version of yourself your destiny is coded to meet. When you rise into who you truly are, opportunities find you, love recognizes you, and clarity sharpens. You become the address. You become the coordinate. You become the signal your blessings respond to. This is what remembrance actually does. It restores your true location. Activation exercise: Returning to your coordinates Step 1: Sit still. Take a slow inhale. Let your awareness settle into your body. Step 2: Place a hand on your heart. Ask yourself, “What version of me is trying to emerge right now?” Step 3: See that version. Imagine them standing one step in front of you, calm, clear, aligned. Step 4: Step into the frequency. Lean your body forward an inch, as if stepping into that identity. Speak, “I step into the coordinates of who I truly am. I return to my true identity. I stand at the address of my destiny. Everything meant for me can now find me.” Step 5: Hold for 20 seconds. Let your energy stabilize. You are now aligned with your true coordinates. This is not a one-time exercise. It is a recalibration. Each time you pause, remember, and realign, you return to the coordinates of your true self. And from that place, life responds differently, not because you are trying harder, but because you are finally standing where you belong. You don’t need to search for what is meant for you. You only need to remain where you are most aligned. When you do, everything that is yours knows exactly where to find you. And as my mama would say, “It just keeps getting gooder and gooder.” Follow me on Facebook , Instagram , and visit my website for more info! Read more from Fredrica Kinlow Fredrica Kinlow, Intuitive Life Coach Free Kinlow is a world-renowned Intuitive Life Coach and spiritual gift cultivator. Since the tender age of five, she demonstrated an organic level of awareness of kindred spirits through her God-Given intuitions. She was not fully aware of her assignment in life, but was drawn to embrace other people. She enjoys living life in the realm of service and uses her love, clarity, and intuitive gifts to meet people where they are and support them in their healing and growth. Her motto is that every soul is beautiful if you look with the Eye of God.

Written by Hussain, OCD Advocate Hussain is the founder of TheStrugglingWarrior.com , with over 10 years of personal experience with OCD. Holding a bachelor's degree in electrical engineering, he has been featured on influential mental health platforms such as IOCDF, ADAA, and NOCD. He is committed to helping, educating, and raising awareness for OCD and those struggling in silence. When most people think of Obsessive-Compulsive Disorder (OCD) , they picture an adult struggling with compulsive behaviors. What’s less commonly understood is that OCD doesn’t wait for adulthood. It can begin as early as childhood and continue to evolve throughout a person’s life. My own journey with OCD began at a young age, though I didn’t have the language to explain what I was going through. What felt like quirks or “bad habits” at the time were actually the early signs of a serious disorder. Looking back, I often wonder how different things might have been if I, or those around me, had recognized the symptoms earlier. That’s why early awareness matters. The sooner OCD is identified, the sooner it can be treated, and the more manageable it becomes. Childhood OCD: The silent beginning Research suggests that OCD often begins in childhood or adolescence, with many cases starting between ages 8 and 12. For children, OCD may show up as: Repetitive rituals like tapping, counting, or arranging toys. Intrusive fears of harming loved ones, even unintentionally. Excessive checking, such as doors, homework, or even thoughts. Reassurance-seeking, asking the same question again and again for comfort. The challenge is that these behaviors can be mistaken for normal childhood quirks. Parents may dismiss them as phases, teachers may not notice, and children themselves often feel ashamed or confused. I remember being young and plagued by fears I couldn’t explain, irrational doubts that felt too embarrassing to share. Without understanding, I carried them alone. Teenage years: OCD intensifies Adolescence often brings an intensification of symptoms. Hormonal changes, academic pressures, and the growing importance of peer relationships all create fertile ground for OCD to grow. In teens, OCD may look like: Scrupulosity, religious or moral obsessions, as in my case. Perfectionism that goes beyond wanting good grades and becomes paralyzing. Avoidance behaviors to escape triggers, such as avoiding social interactions, sports, or activities. Mental compulsions, such as repeating prayers or phrases silently. The teenage years are also when shame tends to grow. Teens want to fit in, not stand out. So instead of asking for help, many retreat inward, hiding their compulsions. For me, adolescence was when OCD became a daily, all-consuming battle . What I once thought of as “just worry” revealed itself as something much darker. Adulthood: Living with the disorder For many, adulthood brings responsibilities, work, relationships, and family, that can magnify OCD symptoms. Left untreated, the disorder often embeds itself into routines and decision-making, making life feel narrower and more restricted over time. In adults, OCD may appear as: Relationship OCD (ROCD), where doubt consumes love and commitment. Contamination fears leading to endless cleaning or avoidance. Fear of harm, where the person avoids driving, cooking, or being around children. Career impacts, where rituals or indecision interfere with work performance. By adulthood, many people have normalized their compulsions, telling themselves, “This is just how I am,” without realizing there’s a name for it and effective treatment available. That was true for me. For years, I lived in cycles of anxiety and compulsions, thinking I was simply flawed. It wasn’t until later that I understood I was dealing with OCD. Why early awareness matters The earlier OCD is identified, the sooner treatment can begin. This matters because: It prevents reinforcement of cycles. The longer compulsions continue, the stronger they become. It reduces shame. When children and teens know their thoughts aren’t unique or dangerous, they feel less isolated. It protects development. OCD can rob young people of milestones, friendships, hobbies, and education that shape adulthood. It leads to better outcomes. Research shows that early intervention improves the effectiveness of therapy, particularly ERP (Exposure and Response Prevention). Had I known earlier what OCD was, I might have spared myself years of confusion and unnecessary suffering. That’s why awareness and education are critical, not just for those with OCD, but for parents, teachers, and communities. Treatment across the lifespan While the core of OCD remains the same, treatment can be tailored depending on age and stage of life. Children: Play-based therapy, parent education, and family support alongside ERP. Teenagers: ERP combined with cognitive strategies that help teens manage shame, perfectionism, and peer pressures. Adults: Structured ERP and CBT, lifestyle changes such as sleep, exercise, and journaling, and sometimes medication when symptoms are severe. OCD is highly treatable at every stage, but the sooner someone begins, the less entrenched the patterns become. A personal note When I look back, I wish my younger self had known what OCD was. I wish my teachers had recognized the signs, or that I had felt safe enough to speak openly. But I also know this: it’s never too late. Whether you’re 12, 25, or 50, OCD can be managed. Recovery is always possible. My story is proof of that. Closing thoughts OCD is not a phase. It’s not a quirk. It’s a real, debilitating disorder that often begins in childhood and persists into adulthood if left untreated. By raising awareness of how OCD looks across the lifespan, we can create a world where children are supported earlier, teens don’t feel ashamed, and adults don’t lose years to silence and misunderstanding. Awareness is the first step. Treatment is the next. And with both, people of all ages can begin to reclaim their lives. To learn more about OCD resources and educational guides I’ve created, visit me at The Struggling Warrior . Follow me on Instagram and LinkedIn for more info! Read more from Hussain Hussain, OCD Advocate Hussain, founder and CEO of TheStrugglingWarrior.com , is a passionate advocate for those navigating the challenges of OCD. With over a decade of personal experience, he has transformed his struggles into a mission to empower others. Featured on top mental health platforms like IOCDF, ADAA, and NOCD, Hussain uses his journey to provide guidance, insights, and practical tools for overcoming OCD. His goal is to inspire and support individuals to reclaim control of their lives, one step at a time.

Written by Janice Elsley, Leadership Expert, International Author, and Podcast Host Janice Elsley is a leadership strategist, author, and keynote speaker who helps CEOs and leaders elevate their impact. As founder of Harissa Business Partners, she blends neuroscience, change management, and human design to drive success. Before you say a word, your energy has already spoken. People may not remember what you said in a meeting, but they’ll remember how you made them feel. That feeling, the calm, confidence, or chaos that fills the air when you arrive, is your leadership energy. And here’s the truth: most leaders don’t realize you’re not just managing people. You’re managing energy, your own and everyone else’s. Because leadership isn’t a title, it’s an energetic transfer. The science of energy in leadership Every human being has an emotional frequency, an energetic “tone” that others can sense, often before a single word is spoken. This isn’t just poetic, it’s neurological. Through a process called emotional contagion, your nervous system mirrors the energy of those around you. When a leader walks in calm, centered, and present, their team’s heart rate literally lowers. But when a leader walks in anxious, impatient, or tense, that stress ripples instantly through the room. This is why culture doesn’t start in policy. It starts in presence. Your energy sets the emotional climate You are the emotional thermostat of your team. If you’re reactive, everyone tightens up. If you’re grounded, everyone relaxes. And it’s not about perfection, it’s about awareness. Here’s the key difference between average leaders and exceptional ones. Average leaders absorb the room’s energy. Great leaders shift it. They don’t just read the mood, they raise it. They don’t just notice tension, they neutralize it. They know that influence begins with the vibration they carry, not the words they deliver. How to lead energetically Leading with energy isn’t about being “positive” all the time. It’s about being intentional. Here’s how to tune your leadership energy daily: Set your frequency before your day begins. Before checking emails, ask, “What do I want people to feel in my presence today?” Calm? Inspired? Safe? Choose it consciously. Ground yourself before big conversations. Take one deep breath before you walk into the room. It tells your nervous system, “We’re safe. We’re steady.” Reflect before reacting. When something triggers you, pause and ask, “What energy am I about to spread?” Recover after you lead. Leading energetically takes intention. Schedule time to recharge so you don’t lead from depletion. The ripple effect you create When you shift your energy, you don’t just change meetings, you change momentum. A calm leader creates clarity. An inspired leader sparks creativity. A compassionate leader cultivates commitment. And it’s contagious. One grounded person can reset an entire team’s nervous system. The most powerful part? You don’t need louder words, bigger strategies, or more authority to shift energy. You just need awareness and presence. The leadership challenge This week, I invite you to try this. Before your next meeting, take one slow, deep breath and silently say, “I bring calm and clarity into this space.” Then observe what happens. Watch how people open up. Notice how the tone softens. Feel how your presence changes the flow of the room. That’s energetic leadership in motion, invisible but unmistakable. Final thoughts Leadership isn’t about what you do, it’s about who you are while you’re doing it. You can’t fake frequency. People will always feel the truth beneath your tone. So protect your peace like it’s part of your job description, because it is. The most magnetic leaders aren’t the loudest or the busiest. They’re the ones who walk into chaos and carry calm. The ones whose energy makes others exhale. And that, more than any strategy or title, is what people follow and never forget. Follow me on Facebook , Instagram , LinkedIn , and visit my website  for more info! Read more from Janice Elsley Janice Elsley, Leadership Expert, International Author, and Podcast Host Janice Elsley is a leadership expert, author, and keynote speaker helping CEOs and executives future-proof their leadership with neuroscience-driven strategies. As founder of Harissa Business Partners, she drives performance, inclusivity, and talent retention. Her book Leadership Legacy and programs, Leading Edge Women, The Leading Edge, and First 100 Days of Leadership, equip leaders with the confidence and strategies to make an impact. Whether coaching executives or delivering transformational keynotes, Janice creates real results.

Written by Remington Steele, Intuitive Breath Practitioner, Emotional Wellness Coach & Philanthropist Remington Steele is an Intuitive Breath Practitioner, Emotional Wellness Coach, and the visionary founder of Breathe With Rem and We Are The Village – Teen Moms. A philanthropist and author of Breathe With Me, Remington’s work is rooted in healing, empowerment, and generational transformation. In the delicate flutter of a single breath lies the power to ignite seismic shifts in your mind, body, and spirit, a butterfly effect for change that starts within and radiates outward. Each conscious inhale seeds clarity, resilience, and possibility. Each intentional exhale releases the weight of old patterns and paves the way for transformation. When you learn to wield your breath as both compass and catalyst, you unlock a chain reaction of healing. Stress dissolves, emotions stabilize, posture realigns, and health blossoms in ways you never imagined. This is not just personal growth. It is an unfolding revolution, one breath at a time, that can redefine your entire life. Stay with me, and discover how small shifts in your breathing can create monumental change. How small adjustments create huge change Just as a butterfly’s delicate wingbeat can set off a chain of atmospheric events culminating in a distant tsunami, the smallest shift in your breath or behavior can ripple outward to create monumental change. When you tweak your inhale, drawing it just slightly deeper, or soften your exhale by a fraction, you send new feedback to your nervous system, recalibrating stress responses, hormone balance, and emotional tone. These micro-adjustments do not stay confined to your lungs. They rewire neural pathways, reshape muscular patterns, and transform the energy you project into the world. In the same way, treating others with tiny acts of kindness, a genuine smile, a moment of patient listening, or a brief word of encouragement, can cascade into profound shifts in their confidence, mood, and behavior. Over time, these incremental gestures accumulate, forging stronger connections, healthier mindsets, and more compassionate communities. By honoring the butterfly effect in both breath and human interaction, you harness the power of small beginnings to spark extraordinary transformation in your body, mind, and relationships. The butterfly effect is just another word for practice progression The butterfly effect is simply a poetic way to describe practice progression, how every small choice, breath, or habit compounds over time into the life you live today. Whether it is the unconscious tension you hold in your shoulders, the hurried shallow breaths you take under stress, or the self-talk that loops in your mind, each action sets a precedent for what comes next. The good news is that you can harness this same principle for positive change. By intentionally tweaking one aspect of your breath or behavior, practicing a fuller inhale, choosing a kinder thought, or pausing before reacting, you create a ripple that amplifies into better posture, calmer emotions, and healthier patterns. Embrace the power of tiny, consistent improvements, and watch how those modest flutters evolve into waves of transformation throughout your entire life. Using micromoves and repetition to build habits True transformation is not born of grand gestures but of countless tiny actions, micromoves you repeat until they become second nature. Start by integrating one small breath tweak into your day. Take a single, slow diaphragmatic inhale before every meeting. Use a quick two-count exhale each time you rise from your chair. Add a subtle shoulder roll paired with a humming breath at the end of each phone call. Over weeks, these micro-practices retrain muscle memory, expand lung capacity, and rewire neural circuits for calm and clarity. Pair them with mindset micromoves, like pausing to affirm “I’m safe” before reacting, and you will cultivate resilience, elevate your mood, and forge lasting habits that ripple into every corner of your life. Sometimes we do not always practice the best micromoves Even the smallest micromoves can become maladaptive when left unchecked, like the habitual tightening of your jaw when you are stressed, the quick shallow breath you take before answering an email, or the fleeting thought “I’m not enough” that flashes through your mind. These seemingly insignificant patterns accumulate tension in your body, spike your cortisol, and erode your self-esteem, often without you even noticing. Over time, they not only compromise your posture and lung capacity but also shape unhelpful behaviors, snapping at loved ones, avoiding challenges, or silencing your own needs. The first step toward real change is naming these hidden micro-missteps with honesty, so you can replace them with micromoves that truly serve your well-being and nurture healthier relationships. Microaggression creates contempt for all Microaggressions, those tiny digs, dismissive gestures, or thoughtless comments, may seem harmless in isolation, but when left unaddressed, they pile up like raindrops eroding a cliff. A sarcastic aside, a perpetual eye-roll, or a backhanded joke about someone’s abilities becomes a relentless drip of disrespect that fosters resentment and contempt in relationships. Worse, when we direct the same microaggressions inward, silencing our needs with self-criticism or belittling our own efforts, we corrode self-worth and cultivate a toxic inner narrative. Over time, this steady drip of subtle hostility hardens into a wall of distance and bitterness, turning affection into aversion and self-compassion into self-loathing. Recognizing and stopping these small harms is crucial because even the gentlest microaggression can set the stage for a tsunami of contempt. Marginalized groups who receive microaggressions Teenage mothers face a barrage of microaggressions that often start with offhand remarks like “You’re too young to know what you’re doing,” “Teen moms never make it,” or “What kind of example are you setting?” These messages echo throughout their lives. In school hallways, healthcare clinics, and social media feeds, such comments minimize their strength and dismiss their potential, embedding a sense of failure before they have even held their child. Over time, that drip of judgment hardens into chronic shame and self-doubt, affecting not only the young mother but her child, who may internalize a legacy of stigma, and the wider family, as relatives absorb and perpetuate the same belittling attitudes. What begins as a whispered slight becomes a generational wound, shaping identities and relationships long after the baby years end. Women and Black individuals endure their own patterns of subtle cut-downs that wear away at dignity and safety. Women are told to smile more, criticized as too emotional or bossy, and often passed over for leadership because of unconscious biases that equate authority with masculinity. Black people routinely hear backhanded compliments such as “You’re so articulate” or “You don’t sound Black,” or experience daily slights like being followed in stores or presumed less competent at work. These microaggressions communicate that their true selves are unwelcome, breeding resentment, anxiety, and a constant need to prove worth. When these small harms accumulate, they fracture trust, erode self-esteem, and fuel division, underscoring why recognizing and addressing microaggressions is essential for healing and genuine inclusion. How to prevent future tsunamis Preventing a tsunami of contempt starts with three interlocking commitments: mindful awareness, genuine accountability, and an earnest desire to change. First, cultivate mindful awareness by checking in with your body and emotions. Pause before you speak or react, and notice any tightness in your chest, jaw, or breath that signals a microaggressive impulse. Second, embrace accountability by seeking feedback from those you trust. Invite honest reflection on how your words or actions land, apologize without defensiveness when you slip, and track your progress in a simple journal or with an accountability partner. Finally, fuel your desire to change by setting small, consistent goals, like replacing one unconscious criticism with an affirming question each day, and celebrating each step forward. Over time, these practices weave a safety net of respect and empathy that stops small harms from gathering into overwhelming waves. Use the butterfly effect for change Now that you understand how each breath and micromove can set off a powerful chain reaction, it is time to turn insight into action. Below are ten targeted tips that harness the butterfly effect, small, consistent shifts you can integrate immediately to transform your mindset, breath patterns, and daily habits. Each tip builds on the last, creating a ripple of positive change that amplifies over time. Let’s dive in and put these principles into practice. A little bit goes a long way A single, intentional breath or mindful choice may seem small in the moment, but it sparks a cascade of transformation that ripples through every layer of your life. Never underestimate the power of a tiny shift. Over time, those increments become the difference between stuck patterns and extraordinary growth. Even the smallest move toward awareness, compassion, or presence sets the butterfly effect in motion. 10 butterfly adjustments we can do to shift change The 5-second pause: Before you speak or react, especially under stress, count silently to five as you inhale slowly. This tiny gap interrupts automatic responses, calms your nervous system, and gives you space to choose a kinder, more intentional reply. Mindset reframe microburst: When a negative thought arises (“I can’t do this”), immediately replace it with a quick, positive “yet” statement (“I can’t do this yet”). That tiny insertion of possibility flips your brain from fixed to growth mode, rewiring neural pathways over time. Shoulder-blade squeeze: Several times a day, while waiting in line or on a call, draw your shoulder blades gently together and hold for three breaths, then relax. This simple posture reset opens the chest, improves breathing, and counteracts the slump of sitting. Gratitude glimpse: Each morning, name one small thing you are grateful for, even a cup of coffee counts. This micro-practice shifts your baseline emotional frequency upward, making you more resilient to stress throughout the day. Diaphragmatic doorway: Every time you pass through a doorway, take one deep belly breath. Inhale into your lower ribs and exhale fully. These hundreds of mini-resets anchor your breath in the diaphragm, expanding lung capacity and presence. Vocal hum reset: When tension spikes, pause and emit a low hum on a single exhale, feeling vibrations through your chest. This micromove stimulates the vagus nerve, dissolves stress, and tells your brain you are safe in under five seconds. One-minute movement: Set a timer for one minute and move your body. Stretch side to side, rotate your spine, or sway gently while breathing. Consistent micro-breaks like this prevent stagnation in muscles and fascia, keeping your breath pathways open. Compassion check-in: When you notice self-criticism rising, place a hand over your heart and ask, “What would I say to a friend right now?” Deliver that same kindness to yourself. This small act rewires your inner dialogue toward self-support. Micro-kindness ripple: Offer one unexpected compliment or act of help each day, a sticky note on a colleague’s desk or holding a door. These tiny gestures activate oxytocin in both giver and receiver, reinforcing a culture of positivity around you. Nightly breath dew: Before sleep, take five breaths with an extended six-count exhale, letting each outflow mirror a gentle release of the day’s tension. This ritual primes your parasympathetic system for restorative rest and sets the stage for tomorrow’s fresh start. Change isn’t easy, but it’s necessary Change isn’t easy, but it’s the lifeblood of growth, and you don’t have to do it alone. If you are ready to turn these butterfly adjustments into lasting transformation, I am here to guide you every breath of the way. As a certified breath coach and conscious change facilitator, I will help you personalize these micro-moves, deepen your practice, and navigate the inevitable challenges with clarity and courage. Let’s unleash the power of small shifts together. Reach out at my email , and let your next breath be the beginning of something extraordinary. Follow me on Facebook , Instagram , LinkedIn , and visit my website for more info! Read more from Remington Steele Remington Steele, Intuitive Breath Practitioner, Emotional Wellness Coach & Philanthropist Remington Steele is an Intuitive Breath Practitioner, Emotional Wellness Coach, and the visionary founder of Breathe With Rem and We Are The Village – Teen Moms. A philanthropist and author of Breathe With Me, Remington’s work is rooted in healing, empowerment, and generational transformation. As a former teen mother herself, she has turned her personal journey into a mission to guide others through intentional breathing, holistic wellness, and community-centered care.

Written by Eva M. Gordon, LCSW, Psychotherapist and Mental Health Consultant Eva Gordon works with individuals, families, and organizations to promote safety, well-being, and self-care. Eva is the founder and director of Life Guide LCSW, P.C., a mental health practice providing psychotherapy and community mental health education. Thanksgiving was a few weeks ago, and we can continue with gratitude beyond Thanksgiving since gratitude is a healthy habit to maintain. Most importantly, the end of the year is coming, and it’s good to reflect on how your year was for you. It can be hard to be grateful if you've been laid off or are experiencing the loss of a loved one. Everyone might not have family to celebrate with, which can impact gratitude. For those of us who have been without a job for a few months or years, we could have a challenge in seeing the bright side of life. Gratitude is a fantastic way to have a healthy perspective on life, looking at the brightness of things. What is gratitude? According to Positive Psychology , gratitude is an emotion similar to appreciation. In addition, it’s also a trait and a state of being. Positive Psychology added that gratitude decreases when some people see possessions and health as expectations and not as blessings of appreciation. Gratitude is imperative to social well-being, mental well-being, and emotional well-being. Now that we have defined gratitude, let’s focus on ways to achieve it. These 4 steps can help you carve out a personalized routine to achieve gratitude, to end the year, and begin the new year with a healthy perspective: 1. What's going right in your life right now? When everything feels like the world is falling apart at the seams, focus on what you do have that makes life worth living, physical health, home, job, family, friends, etc. It’s quite easy to take things for granted when the world feels heavy. You might feel like you’re carrying a boulder on your back or trying to push the boulder off your chest so you can breathe. When you feel the weight of the world, figure out the one thing in your life that feels light. The weight of the world is being carried mentally, which impacts your ability to focus, feel, and be present. It is important to be mindful and aware of what is working. Focus on the small stuff, where all five senses are working. If you are able to see the sunrise and sunset, the smell of coffee in the morning, the hand or hug from a loved one, listening to jokes from someone, or tasting your favorite meal at dinner. If you look at these simple things, it means you have gotten through another day. It is crucial not to take small things for granted, since some people might not have all five senses. When we do not acknowledge the little things, we miss opportunities to appreciate life entirely. 2. What can you control? When life feels out of control, focus on what you can control. This helps you realize that you do have power when things in your life are taken out of your hands without consent. When the world feels heavy, powerless and hopelessness could settle into our minds, bodies, and spirits. Powerlessness happens when we assume we have nothing to do with the outcomes or futures. We give up on figuring out or discovering new ways to solve problems or gain new perspectives. Hopelessness stems from not seeing a way out of your problems or current circumstances. Things seem like they will always be this way, and nothing will ever change. Related article: Gratitude - A Mental Health Game Changer This means that hope and empowerment are necessary to regain control in your life. Hope means that you are expecting things to change by planning and recognizing what you can control, which is how you respond to a situation or person. People feel powerless and hopeless when they are hoping things would turn out the way they wanted them to. This means we must learn to pivot or adjust when things are not working in our favor. A lot of people are looking for others to solve their problems, but what needs to be done is to ask for help with their ideas. When things are out of control, it’s time to dig deep within ourselves to discover what we need to face unforeseen changes, reconnect with others, and build a community. 3. Focus on your strengths What are you good at in life? There are times in life when one experience must end for another one to begin. The layoff might happen for you to focus on your passion or skill set and develop into a new career path. This ties into feeling out of control and powerless. Recognizing your skill set and strengths creates empowerment and hope that you can impact and create a solution to what is plaguing your life right now. Knowing your strengths gives you permission to explore the good things about yourself when doubt and fear invade your environment. Your strengths could be event organizing, cooking, writing, car maintenance, arts and crafts, good listener, patience, or encouragement. If you’re starting your career, make sure you know your strengths before you get to the job interview. As a former program manager and supervisor, this question is asked to see how you could add value to the company. No matter how small it may seem, your strength could make a difference between you and another job prospect. Knowing your strengths before a job interview gives you a confidence boost that eases your nerves and helps you rise to the challenge. 4. Reflect on the experience(s) One key habit that is missing today is self-reflection. This habit needs to be normalized without going on social media. It means you sit by yourself alone or with someone and think about your experiences. Reflection has no limitation, and it could be about a layoff, breakup, illness, a new connection, dinner with an old friend, or going back to school. As we face the end of the year, self-reflection is needed to prepare for the upcoming year. Many people remain stagnant due to a lack of reviewing the year in depth without distractions. Self-reflection is best at nighttime, or at bedtime, to ease your mind and reduce stress. Nighttime could be best since the world is less busy at this time and there won’t be as many distractions, i.e., phone calls or daily tasks. You can use self-reflection for the prior steps, as those steps require some focus and mindfulness to achieve gratitude. Self-reflection is a wonderful way to end the year on a positive note, even if you’re grieving the loss of a loved one or coping with a sickness. Gratitude may sound too simple for some people, but simple things are needed regularly, especially during tough times. The simple things in life make life manageable when life feels imbalanced and impossible. You can make gratitude a habit by writing down daily one thing you’re grateful for. If you want to start practicing gratitude, schedule a consultation with me on how you can learn these tools in psychotherapy sessions. Follow me on Facebook , Instagram , LinkedIn , and visit my website  for more info! Read more from Eva M. Gordon, LCSW Eva M. Gordon, LCSW, Psychotherapist and Mental Health Consultant Eva M. Gordon, LCSW, is the founder and director of Life Guide LCSW, P.C., a mental health practice providing psychotherapy and community mental health education in the New York City area. Her focus is on providing mental health treatment to the Black community as a source of healing and hope. She mainly works with Black professional women ages 30 and up who struggle with unhealthy relationships. The goal is to help these women recognize that self-care is their birthright and not a privilege. Eva uses several strategies, including exploring behavioral patterns, emotional management, and understanding how multiple factors contribute to a person’s mental health during their lifespan.

Written by Dr. Ardeshir Mehran, High-Achievers Depression & Anxiety Disruptor Psychologist Helping Professionals & Parents Resolve Depression, Anxiety, ADHD, Trauma, and Live a Fulfilled & Bold Life | Author of the Bestseller Book, “You Are Not-Depressed. You Are Un-Finished.” | Keynoter & Podcaster Physical pain is not always a problem to silence, but a message waiting to be heard. When scans show nothing and symptoms persist, the body may be expressing emotions the mind has learned to suppress. This article explores pain as a meaningful signal, revealing how unresolved stress, grief, and trauma speak through the body, and how listening, rather than numbing, can become a powerful path to healing and integration. Your pain says what your mouth won’t. “There’s nothing like a little physical pain to keep your mind off your emotional problems.” ― John E. Sarno, M.D. Dear colleagues, Certain moments in therapy feel particularly tender. Hopeful. That’s when the focus shifts from “managing symptoms” to listening for meaning. Especially when lingering physical pain takes center stage. I might gently ask a client, “Do you have a sense of what your physical pain might be trying to tell you?” Reactions vary, relief at finally facing a burden, a rush of past memories, a surprising lightness and liberation, or a physical tightening and a request to pause. Progress often accelerates after such moments. We live in a world flooded with communication, social media, email, Slack, texting, emojis. Yet when it comes to the language of our own pain, we’re oddly tone-deaf. Every day, in U.S. adult primary care clinics, around one-third of visits are due to pain-related complaints. Labs and scans often come back “normal.” The visit gets stamped “functional illness.” Real suffering, no visible diagnosis. Many clinicians are well aware that pain is often depression in disguise (with anxiety as a frequent partner). We’re quick to mute pain. Painkillers. Numbing out. Pushing through. Repeating the cycle. In my therapy work, I see the same pattern. Clients’ bodies “keep talking” long before their minds are ready to listen. We can do better. Pain is a signal, not an adversary Treat your pain like a message. Two patterns are at play. First, you feel overwhelmed. Pain is the body's "armoring," bracing, and tightening that appears when physical or emotional tension has nowhere to go. Next, you suppress your feelings. Pain then flares and freezes when your system is revved up with no outlet. It’s your body saying, “This is too much. Do something.” Lingering pain is an unfinished business. It can mean your body still remembers what your mind wants to forget, but can’t. Those are the times you were overwhelmed, vulnerable, or ignored. And you had to appease or please to feel loved, accepted, or included. When you’re in pain, your body becomes tense and watchful. Muscles stay engaged. Stress chemicals like adrenaline and cortisol rise. Over time, this constant pulsating exhausts your tissues and nervous system, leading to pain, soreness, fatigue, and even injury. Pain remembers what you’re enduring, but not yet resolved There is wisdom in pain. Pain can signal unhealed injury, unresolved neglect, anger, grief, or trauma. Sometimes pain is healthy, your body’s way of nudging you to slow down long enough to heal. Common pain patterns include: Tension headaches and tight jaws Soreness, locked shoulders, or neck Shooting pain down the arms or legs Lower back pain that “comes out of nowhere” Chest compression, aching heart (often in men) Knotted stomachs (often in women) Feel it to heal it There is hope. Pain can dissolve or lessen, sometimes swiftly, when emotions and sensations are expressed. Not “fixed.” Not forced. Just acknowledged directly and honestly. The next time your pain flares up (and it’s medically safe), try this short exercise. Begin with a centering practice, breathing in. Practice being here and now. No judgment. Place a hand on the painful area. Notice any physical sensations. Then gently do these: Feel it. “Pain, where are you bracing me?” What might your pain, sensations in your gut, back pain, chest pressure, say if it could speak? Remember it. “What feeling or truth might you be holding for me?” As you notice your pain, what sensations, images (sounds, smells, colors), behaviors, memories, or meaning might arise? • What shape, size, or temperature does it have? Act it. “If you were trying to protect me, what would you be protecting me from?” Is there a “no” you never said? A grief you never cried? A fear you keep overriding? Anger? Conflict? Abandonment? Disappointment? Expresses your feelings boldly, fully, lovingly. No more silence. Write down what shows up. Don’t censor. Just listen. You may find that, as your sensations become clearer, the pain shifts, throbs, and reduces even slightly. Congratulations! That’s your mind and body integrating. Healing isn’t about fixing. It ’s about remembering your truth. If you recognize yourself in these words, reach out to explore whether working together could help you move from “performing fine” to feeling alive. Follow me on Facebook , Instagram , LinkedIn , and visit my website  for more info! Read more from Dr. Ardeshir Mehran Dr. Ardeshir Mehran, High-Achievers Depression & Anxiety Disruptor Dr. Ardeshir Mehran is disrupting the mental health field. His mission is to help heal depression and to ease he emotional suffering of people across the world. Everyone else portrays depression as an immovable cause, a mood disorder that must be treated. Dr. Mehran busts this myth and focuses attention on the real culprit, the unfulfilled life we must lead when we deny our birthrights. He is the developer of The Bill of Emotional Rights©, based on 30 years of research, coaching, and clinical work. Ardeshir is a psychologist, trauma therapist, and behavioral researcher. He has a Ph.D. and a Master's from Columbia University, New York City. He lives in Northern California with his wife, son, and Lucy (the family’s golden retriever).

Graham Morgan's career was initially in physical education and then football coaching at a high level, before moving on to devising Project HERO (Health Engagement Real Outcomes), a multi-award-winning mentoring programme. He has taken the successful mentoring work of Evolve: A Social Impact Company, developed in partnership with John Bishop, and combined it with the brain training expertise of Dr. Michael Merzenich of BrainHQ. The result is poised to be a game-changer for football coaching. Graham John Morgan, Performance Mentor Graham Morgan believes we should never underestimate the longer-term benefits of giving recognition and support to colleagues and to those with innovative ideas in particular. Hello Graham. I understand you wish to speak about the vital importance of showing recognition and support to others. Yes, I do. Throughout my career, I have been a serial innovator and a positive disruptor. This can be a lonely journey that brings annoyance to some people who want things to stay as they are and always resist change, even if that change is for the better. Can you give some more details? Certainly, and I am very pleased recognise three excellent individuals who have really helped in my career. My first boss was Brian James, Head of PE at the Eaton City of Norwich School, where I served my Probationary year as a newly qualified teacher. Within a few months of my first year of teaching in 1974, he made it possible for me to be funded on a national FA Coaching course. At 22 years of age, he said I had a bright future in football coaching, even if I did not see it myself. His vision and encouragement got me started on a long and eventful journey. In my career at adidas, I was very fortunate to work with two bosses who showed great support for some of my ideas that others had dismissed out of hand. At adidas UK, Barry Hunter oversaw Football at a time when we were preparing to launch the Predator boot, but with limited resources. I proposed we do so through the grassroots of football, something never before attempted. Barry listened to my ideas and backed them fully, and added significant value to them himself. The success of the Predator boot in the UK, and then subsequently globally, is down to his leadership in that process. At adidas AG, the international headquarters, I was fortunate to be mentored by Warren Mersereau, a football-mad American. Warren listened to my idea of building a grassroots Football Park under the Eiffel Tower, despite the scepticism and obstruction of some senior managers in the company. Warren really supported and developed my idea, and it allowed 48 kids’ teams from adidas grassroots around the world a chance to say they had played at the World Cup '98, along with local schools, fans, sponsors, and the general public. The Football Park succeeded in attracting 1.3 million attendees over the period of the World Cup, the same as the number who watched live in stadia.  The recognition, encouragement, and support of these leaders was transformational. People must never underestimate the power of showing recognition and support. Indeed, their example has spurred me to “pay it on” wherever possible. At Evolve, we have helped many young people to get started and move upward with their careers. Two examples best illustrate what is possible when you invest your faith in others. Dr Jeevan Chagger joined us directly from school. After a number of years with Evolve, he has been trained as a Health Mentor, achieved an MSc (Distinction), become a qualified teacher, and earned an Honorary Doctorate from Newman University, all with no student loan. Brian Padden joined Evolve with few academic qualifications due to challenges in his upbringing. He worked diligently and now has an MA (Distinction) and has set up his own company to help support children affected by trauma. If you recognise, encourage, and support the potential you see in others, it can set off a positive domino effect reaching forward and multiplying down the years. Graham, let's look at recognition at a different level. Congratulations on receiving the Forttuna Global Excellence Award for Footballing Brains. This recognition celebrates not just your football work, but also your broader approach to learning and performance. How does it feel to see that impact acknowledged? It is a wonderful feeling. The award means a lot because it recognises the central idea behind Footballing Brains, that the principles of high-performance thinking apply everywhere, on the pitch, in the classroom, at work, and in day-to-day life. I use football as the entry point, a signpost if you will, but the goal has always been bigger. I understand that you nearly did not enter the Award. Why was that? I kept receiving emails from Forttuna, whom I did not know, requesting that I apply for an award. I dismissed the first three approaches, thinking it was another “pay for an award” commercial activity. Forttuna persevered, and so I researched them and discovered their winner selection is jury-led, merit-based, and evidence-driven, involving research, application screening, structured questionnaires, and expert evaluation, all aimed at recognising genuine excellence, innovation, and impact rather than merely issuing promotional awards.  The Forttuna Global Excellence Awards had a real authenticity that drove me to apply. Amusingly, this was a common process that so many of my fellow award winners had experienced. When we were chatting at the Awards event, we all expressed our caution at the initial approach from Forttuna. So how does Forttuna go about selecting its winners? It is a remarkably thorough process. Having expressed interest, you get a call to explain how the application process works. Next is a questionnaire, which is a very serious and detailed interrogation of your work. I was then told that in several weeks, I would get feedback through a video call regarding my application. How did that video call go? I was very surprised to be told that my feedback would come from Dr Raul Handa, Founder and CEO of the Forttuna Group. Dr Raul is a very impressive human being, and you could not fail to be impressed by him. He took me through the selection process, which has a global reach: Initial approaches to 2.1 million individuals from over 80 countries Use of AI to reduce this number to 500,000 profiles for more detailed evaluation This number is then reduced to 40,000+ interviews Using an independent jury of industry experts, entrants were awarded a score out of 100 There are 200+ award categories There are finally 250+ winners If you get over 90, you are a serious candidate “Graham”, he said, “you have scored 94.8, and you have won a Forttuna Global Excellence Award.”  I cannot properly describe how fantastic it felt to hear him say this. How was the presentation ceremony? It was how I imagine the Oscars are. The event was held at the JA Soul Beach Hotel in Dubai. Full purple carpet treatment, photographers and video cameramen everywhere, glitz and glamour, even a dress code with colour guidelines.  Attendance was free to award winners, and if you did not want to travel, you could receive your award at home. I was not going to miss out on an occasion like this, so I booked a flight and a room on the QE2 floating hotel and arranged to meet friends who live in Dubai. Footballing Brains attempts to signpost redefine how people can learn and improve their performance. What is innovative about the approach? My programme has come from working in collaboration with the work of two special people to create a blended approach I call Mentored Brain Training.  Dr Michael Merzenich of Posit Science is a global leading neuroscientist and is known as the Godfather of neuroplasticity. His online brain training programme, Brain HQ, is an incredible piece of work. John Bishop, my colleague at Evolve: A Social Impact Company, who has been pioneering mentoring approaches in schools for almost 20 years. Mentoring allows for recognition and support for individuals themselves, and not just clinical data feedback on performance. Traditionally, education and learning have been about repetition, instruction, and exam preparation. I believe that following the advances of social media, the COVID-19 lockdowns, and the advent of AI, education has been left behind and does not prepare the next generation for life as it may have been in the past.  Change has been needed for a long time, and Evolve believes that if you give focus to physical, emotional, and cognitive health, people will be better able to deal with the opportunities and challenges that come their way in life. Thinking is more important than remembering. So the idea is that “football intelligence” becomes “life intelligence”? Exactly. The difference between good players and great players is the decisions they make in the game. Every movement we make, and every decision we take, comes from the brain. It is the only muscle that is active for every minute of every game, and yet it is largely ignored and neglected. Footballing Brains combats three major challenges facing football (and Rugby) today, challenges that exist everywhere in life: Better performance by improving attention and focus, scanning, processing, and decision-making. Players can make better decisions, more quickly and more often.  Improved mental strength and resilience. Combatting Alzheimer’s through keeping the brain “younger” by being active. Players learn how to stay composed under pressure, make faster decisions, interpret complex information, and organise their thinking, those are life skills. Those same processes help a student during exams, a manager leading a team, or anyone dealing with stress or uncertainty. The brain doesn’t compartmentalise. If you train it well in one domain, it benefits all the others. You always stress the cross-sector benefits, particularly in education, health, and business. How does the programme translate into those areas? In education, we can use football scenarios to teach executive-functioning skills, focus, planning, and evaluating options. It helps students who struggle with traditional learning engage in a more dynamic way. In health, the programme supports emotional regulation, mental well-being, and confidence. The combination of structured challenge and positive psychology has been powerful, especially for young people navigating life pressures. In business, leaders are embracing the same cognitive principles we teach athletes, clarity under pressure, collaborative thinking, and strategic awareness. It’s a universal performance model. Some people say Footballing Brains is as much a personal-development programme as it is a football programme. Do you agree? I do. Football is the medium, not the limit. What we really teach is how to think effectively, communicate clearly, manage emotion, and make better choices. Football gives us a setting where people can safely experiment, build confidence, and grow. But the real aim is longevity, helping people perform well in every part of life. What’s next now that the programme has received some global recognition? Hopefully, the Forttuna Award will draw attention to the possibilities and benefits of Mentored Brain Training. Football has been slow to engage with working with the brain, as has education. There is so much that could be achieved if we engage with a wider audience. Individuals and society at large can benefit. I have already held discussions on how best to achieve this by going directly to players and individuals rather than the over-cautious clubs and slow-moving organisations. The goal is to create a global community of people who understand that performance isn’t just physical or technical, it’s deeply mental. And once you unlock that, the possibilities are endless. Finally, what message do you hope this award sends? That new ways of learning can be exciting, empowering, and transformational. Whether you’re a footballer, a student, a leader, or someone just trying to improve your well-being, you can change the way you think, and when you change your thinking, you change everything else. That is at the heart of Footballing Brains. Follow me on Facebook , Instagram , LinkedIn , and visit my website  for more info! Read more from Graham John Morgan