Written by Christina Zakhem, Naturopath, Board Certified Holistic Health Practitioner, and Founder of The White Rose Wellness Christina Zakhem is a Naturopath, Holistic Health Practitioner and Vibrational Healer who supports clients in emotional, energetic and physical healing through frequency based tools and practices. She works with clients in-person in Montreal, Canada and Worldwide through her online services and programs. You've tried everything. The most popular supplements for your condition sit neatly arranged in your cabinet. You've adjusted your diet, removed the inflammatory foods, and invested in organic, low-tox everything. You're drinking your juice, doing your stretches, and maybe even seeing practitioners who run tests and give you protocols. And yet, your body still hurts. Your digestion is still a mess. Your energy never quite returns. The symptoms shift, but they don't leave. Truth is, your body might not be able to hear the healing messages you're sending it because it's too busy screaming danger. After years of navigating the holistic wellness space and my own journey with mold illness and dealing with a sensitive system, I've witnessed this pattern again and again. Physical healing stalls, and it’s not because the body is broken, but because the nervous system hasn't been given permission to shift out of survival mode. And until it does, true healing remains just out of reach. In this article, you’ll understand how the body operates in different survival and healing states. Understand survival & healing states Your nervous system operates in two primary states. Think of them as two different channels your body can tune into, but never both at once. Survival mode (sympathetic dominance) This is your body's alarm system: fight, flight, freeze, or fawn. Chronic stress, unprocessed emotions, past trauma, and even the pace of modern life keep us locked here. The four survival responses manifest differently: Fight: Confronting threats head-on, often marked by anger, frustration, or a strong drive to regain control. Flight: Attempting to escape or avoid danger, characterized by restlessness, anxiety, or an urgent need to flee. Freeze: Feeling stuck or paralyzed, unable to act, often involving dissociation or a sense of being "shut down." Fawn: Appeasing others to avoid conflict or danger, often leading to people-pleasing, over-compliance, and abandoning your own needs to keep others happy. Healing mode (parasympathetic activation) This is where the magic happens. Your heart rate slows, your breath deepens, digestion activates, inflammation decreases, and your body finally has the energetic resources to repair tissues, balance hormones, and restore depleted systems. This is the state where supplements actually work, where your food nourishes you deeply, and where chronic symptoms can finally begin to shift. Here's the truth that changes everything, your body will always prioritize staying alive over getting well. If your nervous system perceives a threat, whether from actual danger, unprocessed emotions, or chronic stress, it will continue to funnel resources toward protection, not restoration. Understanding subconscious and somatic memories We all certainly have memories of experiences that trigger intense emotional responses. Negative experiences that haven’t been processed properly can cause feelings of dread and anxiety, raise cortisol levels, and tighten the enteric nervous system. Similarly, when emotions go unexpressed or unprocessed, they become trapped in the body as density, tension, or what we might call "dis-ease." Perhaps you've tried therapy, processed the memories cognitively, and understand why you feel the way you feel. But what if, regardless of that conscious understanding, your body still reacts as though the danger is still present? This happens because trauma and chronic stress create somatic and subconscious imprints: body memories that live below the level of conscious thought. Your nervous system develops patterns of activation that become automatic. Even when your life is objectively safe now, your body may still be responding to threats from five, ten, or twenty years ago. In Traditional Chinese Medicine, emotions aren't separate from the body, they live in your organs. That knot in your stomach? It might be unexpressed anger. The tightness in your chest? Perhaps grief that never had space to move. The chronic fatigue? Your body's way of forcing you to finally rest after years of pushing through. I see this constantly in my practice. Someone comes in for digestive issues, and as we work with sound and subconscious and emotional release, what surfaces isn't physical at the core but rather years of not speaking their truth, suppressing their anger and frustration, and never seeking out help to process their worries, among much more. When your emotional health is compromised, your nervous system stays activated. The body reads stuck emotions and unprocessed memories as ongoing threat signals. And as long as those signals persist, the nervous system cannot fully drop into parasympathetic healing mode. In my work, I’ve found that tools like sound healing, subconscious work, and emotional release techniques can access somatic and subconscious patterns in ways that cognitive processing cannot. Sound waves and light frequencies literally move through tissue and can help release what has been held there. Specific frequencies can help retune a dysregulated nervous system, bringing it back into coherence. Practical tools for nervous system regulation If you're ready to begin supporting your nervous system, start gently. These foundational practices help your body remember what safety feels like: Mindfulness: The simple act of tuning into your body throughout the day (noticing your breath, feeling your feet on the ground, sensing the rhythm of your heartbeat) creates a feedback loop between your conscious awareness and your nervous system. When you can recognize the early signs of activation (shallow breathing, jaw tension, racing thoughts), you can intervene before your system fully escalates. Breathing techniques: Your breath is the most accessible tool for nervous system regulation. Slow, intentional breathing (whether through box breathing, inhale for 4, hold for 4, exhale for 4, hold for 4, or the calming 4-7-8 technique: inhale for 4, hold for 7, exhale for 8) directly activates your vagus nerve and shifts you into parasympathetic mode. Even three conscious breaths can begin to reset your system when you notice stress building. Movement practices: Our body needs to move emotion and tension through. Gentle practices like restorative yoga, intuitive stretching, or simply walking in nature allow stuck energy to flow. Movement doesn’t need to be intense to be healing. Often, the gentler the movement, the more your nervous system can relax into it. Let your body guide you toward what feels nourishing, rather than forcing. Quality sleep and rest: Sleep is vital for nervous system recovery. Creating wind-down rituals, reducing stimulation before bed, and treating sleep as sacred medicine allows your body the space it needs to restore itself. Why nervous system regulation must come first I want to be clear about something, I'm not saying your physical symptoms aren't real or that supplements and dietary changes don't matter. They absolutely do. But the sequence matters enormously. Imagine trying to plant a garden in soil that's frozen solid. You can have the best seeds, the richest fertilizer, and optimal sunlight, but nothing will grow until the ground thaws. A dysregulated nervous system is that frozen ground. When we address nervous system regulation first, several things happen: Your body can finally absorb and utilize nutrients. Inflammation naturally decreases. Sleep becomes restorative. Pain perception shifts. Emotional resilience returns. This is why, in my practice, we often begin with nervous system support and emotional release work before diving into physical protocols. I've watched people's "mystery or stubborn symptoms" resolve simply by helping their nervous system remember how to feel safe. Not because the symptoms were imaginary, but because the root cause was nervous system dysregulation manifesting physically. A new approach to healing If you're reading this and feeling a deep resonance, a sense of "yes, this is what's been missing", I want to invite you to explore this path. Whether through sound healing sessions, emotional release work, or comprehensive naturopathic support that addresses your nervous system first, there is a way forward. Your body wants to heal. It's designed to heal. Sometimes it just needs help remembering that it's safe enough to do so. Ready to begin the journey of nervous system regulation and deep healing? Explore my Sound Healing, Emotional Release, and Naturopathic Support services. Let's help your body remember what it feels like to be safe, held, and whole. Follow me on Instagram , and visit my website  for more info! Read more from Christina Zakhem Christina Zakhem, Naturopath, Board Certified Holistic Health Practitioner, and Founder of The White Rose Wellness Christina Zakhem is the founder of The White Rose Wellness and has dedicated the last 8 years to exploring all facets of holistic healing. Her fascination with frequency-based work began at age 16 when her mother visited a Naturopath who used Bioenergetic technology to support healing. Today, she combines principles of Naturopathy, Functional Nutrition and Medicine, Emotional Subconscious work, Bioenergetics and Sound Healing to bring lasting root cause healing for her clients.

Written by Simer Dhillon, Executive Leadership Strategist Simer Dhillon is the Founder and Chief Architect of SHARP™ Leadership Academy, a global platform redefining ethical performance systems for executives. She transforms leadership through measurable integrity, resilience, and presence. Artificial intelligence is no longer just executing tasks. It is observing patterns, learning language, and absorbing values. And that raises a question few leaders are asking loudly enough, "What happens when AI starts reading about ethical leadership?" Not as a compliance checklist. Not as a DEI slogan. But as a lived, principled system of decision-making. Because AI does not just reflect our intelligence. It reflects our standards. AI learns from what we normalize AI models are trained on what humans produce at scale, our writing, decisions, policies, and power structures. If leadership culture is driven by optics over truth, performance over integrity, and speed over responsibility, AI does not challenge those assumptions. It optimizes them. That means when ethical leadership is reduced to performative language, AI learns that ethics are decorative, not structural. And that is dangerous. Because technology does not create morality. It amplifies whatever morality already exists. The quiet risk leaders are ignoring This is where leadership enters a new era. Ethical leadership is no longer only about how humans treat humans. It is about what kind of leadership intelligence we are teaching machines to mirror. When AI “reads” leadership content, it absorbs how authority is framed, how truth is handled under pressure, and whether responsibility is internal or outsourced. In other words, AI is learning how leaders justify their choices. That makes ethical leadership no longer optional. It is infrastructural. Ethical leadership must shift from personality to principle, a transition explored further in the standards-based SHARP™ Ethical Leadership Framework. From performance-first to standards-first leadership? Most modern leadership systems were built for efficiency, growth, and optics. Ethics were often added later, as guardrails, not foundations. But AI exposes this weakness. A system without standards cannot train an intelligent system responsibly. This is why ethical leadership must shift from personality to principle, charisma to clarity, and compliance to conscious choice. True ethical leadership is not about appearing good. It is about holding standards when no one is watching, including machines. What AI reveals about us as leaders AI acts like a mirror. It reflects how we reward behavior, what we tolerate, and where we stay silent. If leaders normalize cutting ethical corners “for results,” silencing dissent “for harmony,” or reframing harm as “miscommunication,” AI learns that truth is flexible and power outranks responsibility. That is not a technology problem. That is a leadership problem. The future belongs to leaders with internal alignment As AI becomes embedded in decision-making, hiring, lending, healthcare, and education, leaders will be judged less by their charisma and more by their ethical architecture. The leaders who will thrive are those who can demonstrate clear internal standards, consistent ethical reasoning, and alignment between values and action. Because AI does not respond to intention. It responds to patterns. And alignment creates clean patterns. Ethical leadership as a strategic advantage Organizations that treat ethics as foundational, not decorative, will train better systems, build more resilient cultures, and earn deeper trust. Not because ethics are “nice,” but because they reduce ambiguity, and ambiguity is where systems fail. In the age of AI, ethical leadership is no longer just a moral stance. It is a strategic necessity. A final question for leaders Before asking what AI can do for your organization, ask this, "If AI learned leadership by watching us today, would it learn courage, clarity, and responsibility, or justification, silence, and avoidance?" Because AI is already reading. The question is, "What are they learning from us?" Leaders interested in standards-driven ethical leadership can learn more at SHARP™ Leadership Academy. Follow me on Instagram , LinkedIn , and visit my website for more info! Read more from Simer Dhillon Simer Dhillon, Executive Leadership Strategist Simer Dhillon is a leadership strategist and the Founder of SHARP™ Leadership Academy, a global platform integrating ethics, emotional intelligence, and performance systems for the modern workplace. Drawing on two decades in corporate finance and executive leadership, she developed the SHARP™ Framework (Standards, Honesty, Alignment, Resilience, Presence) to help leaders turn integrity into infrastructure. Her work blends business intelligence with emotional depth, empowering organizations to build cultures of measurable trust and sustainable success. Simer’s mission is to lead a new generation of ethically intelligent leaders who transform systems from within.

Written by Dr. Asanee Brogan, Ori Alignment Coach Dr. Asanee Brogan is an Ori Alignment Coach, Ifá educator, and author. She is the founder of Asanee 44, a spiritual brand rooted in the Ifá tradition that offers lineage-based guidance and support through Ifá divination, Odu Ifá wisdom, and Ori-centered ancestral work. She is also the host of the African Spirit Reintegrated + Reimagined podcast.   Ifá divination is a traditional Yoruba system used to reveal a person’s destiny. It highlights the conditions that influence one’s life and the steps required to align with their divine purpose. However, an Ifá divination reading does not end with insight alone. It includes prescribed remedies for realignment, delivered through ẹbọ for energetic balancing . Through the Odu Ifá, the system evaluates life patterns, obstacles, responsibilities, and how present choices shape future outcomes. Many people approach Ifá divination expecting insight alone. When the reading instead results in prescribed remedies, including sacrifices and offerings through ẹbọ, the outcome can feel unexpected. This response is not an addition to the reading, but its intended conclusion. Confusion arises when Ifá is approached without an understanding that it is designed to identify and restore imbalance. When Ifá divination is approached without understanding Ifá divination is often approached with expectations shaped by psychic , intuitive, or tarot readings. Many people come to Ifá anticipating direct answers, impressions, or predictive statements delivered in a similar way. When the process does not operate like those systems, the difference is sometimes mistaken for complexity or abstraction. They do not understand the distinction between the method and purpose of Ifá divination. Within the tradition, an Ifá reading is not intuitive or psychic in scope or function. It is a structured system grounded in the Odu If á that helps individuals understand and align with their divine purpose. When Ifá is approached through the lens of Western-based divination systems, the guidance and resolution can feel unfamiliar. The issue is not the reading itself. Instead, it is a misunderstanding of Yoruba cosmology, beliefs, and practices. Ifá divination is about destiny alignment Ifá divination exists to help people understand their destiny and how to live in alignment with it. The system addresses divine timing, balance, and the conditions shaping a person’s life. It does not function as a passive exchange of information. Instead, it examines how an individual is positioned in relation to their soul mission or divine calling. This depth is expressed through the Odu Ifá, which reveals patterns connected to function and responsibilities. These are not symbolic affirmations or motivational messages. They are structured frameworks that explain how a person’s destiny manifests and how to navigate it responsibly. When Ifá is engaged with this understanding, the guidance and follow-up steps are grounded and applicable. When it is approached as a substitute for reassurance or confirmation, its depth can feel misaligned with one’s expectations. What to expect from Ifá divination The outcome of an Ifá divination reading is ẹbọ, which consists of prescribed sacrifices and offerings given in response to what the Odu Ifá reveals . These actions are not symbolic, optional, or discretionary. They are the means by which imbalance is addressed and alignment with one’s destiny is restored. Ẹbọ serves a practical purpose within the Ifá system. It may be used to remove obstacles, stabilize conditions, avert misfortune, or reinforce positive outcomes identified in the reading. In this way, Ifá divination functions as a complete process. The reading identifies the conditions affecting a person’s life, and ẹbọ provides the required response. Without that response, the reading itself remains incomplete. This distinction matters. If you are seeking information, reflection, or confirmation without a prescription, Ifá divination may not be appropriate for your needs. Other forms of consultation may be more beneficial for you. When different needs call for different forms of guidance Within African traditional systems, other forms of legitimate guidance address different needs while remaining grounded in ancestral wisdom. These methods do not replace Ifá divination, nor do they diminish its authority. Instead, they serve specific purposes within a broader framework of traditional knowledge. Spiritual investigation is used when a person needs direct clarification around a specific concern. It applies Ifá-based methods in a focused way to answer targeted questions, without always requiring sacrificial offerings. Ancestor readings focus on lineage, legacy, and ancestral-based concerns. They help individuals understand inherited patterns, lineage-based obligations, and the role ancestors play in their present circumstances. African-centered astrology offers another layer of insight by examining how an individual’s innate tendencies and behavior are influenced by their cosmic blueprint. It provides a detailed understanding of a person’s natural inclinations and themes across different areas of their life. Each of these approaches serves a distinct function. What separates Ifá divination from them is not the depth of wisdom but the scope of the outcome. Ifá divination requires resolution because it addresses alignment. Other traditional readings offer understanding and context where prescription is not required. Knowing the difference allows people to seek guidance that meets their needs in beneficial and meaningful ways. The purpose of Ifá divination Ifá divination is a complete traditional system, not just a source of guidance and spiritual insight. Its purpose is to identify misalignment within a person’s destiny and to prescribe the steps required to correct it through ẹbọ. When this process is understood, the reading offers a coherent, resolution-based framework. If you are seeking deeper insight and resolution about your situation, explore authentic Ifá divination services through Asanee 44 . Follow me on Facebook , Instagram , LinkedIn , and visit my website for more info! Read more from Dr. Asanee Brogan Dr. Asanee Brogan, Ori Alignment Coach Grounded in years of study and practice within the Yoruba-based Ifá tradition, Dr. Asanee Brogan creates accessible learning resources. These tools guide individuals toward ancestral reconnection and Ori alignment. Through Asanee 44, she provides Ifá divination, rituals, products, courses, and more that honor African spirituality with authenticity and cultural integrity.

Written by April Michelle Ratchford, Occupational Therapist/Podcast Host April Ratchford, OTR/L, is an autistic occupational therapist and the voice behind Adulting with Autism. She supports neurodivergent adults across the world with relatable storytelling, lived wisdom, and empowering strategies for real-life challenges. Every January, we do the same thing. We set a long list of goals, feel motivated for about five minutes, and then put everything off until Monday. And if January 1st happens to land on a Monday? We wait for the next one. As an autistic occupational therapist, I can tell you, this isn’t a motivation problem. It’s a goal-design problem. In clinical practice, goals are not wish lists. They are structured, functional, and rooted in how the brain actually works. In this article, I’ll show you how to set goals using an OT framework from an autistic lens, so they are realistic, achievable, and sustainable instead of overwhelming and doomed to fail. Why most New Year's goals fail (and it’s not laziness) Most people fail at goals because they confuse volume with effectiveness. More goals do not equal more progress. In fact, the longer the list, the higher the likelihood of burnout, especially for autistic and neurodivergent individuals who already experience executive function overload. In occupational therapy, goals are: specific time-bound meaningful broken into manageable steps A goal that doesn’t respect how your brain works will fail every time. You actually have to care about the goal This is the part no one likes to hear. If you don’t genuinely care about the goal, if you’re doing it because you “should,” If it’s based on external pressure or expectations. That goal will fail. Not because you’re undisciplined, but because motivation does not survive against disinterest. Before setting any goal, ask yourself: Do I actually want this? Will this make my daily life easier? Am I willing to engage with the process, not just the outcome? If the answer is no, remove it from the list. Short-term vs long-term goals: How autistic brains work best Many autistic minds do not think well in long timelines. Year-long goals or even 90-day plans can feel abstract, boring, or overwhelming. Instead, I recommend: 30-day long-term goals 1-2 short-term goals within that timeframe Autistic brains thrive on pattern recognition. We want to see A - B - C and understand how changes affect outcomes. Short cycles provide feedback, clarity, and momentum. Case example: Organization is not one goal, it’s many “I want to be more organized” is not a goal. It’s a category. You must choose what you want to be organized about: your room medications clothing appointments daily routines Pick one. Real-world OT example: A dorm room reset When I walked into my son Z’s dorm room after a rough semester, the clutter explained everything. The space was so visually overwhelming that functional thinking was nearly impossible. We didn’t start by “cleaning the room.” We started by identifying tasks. Opened unopened boxes Sorted medical supplies Assigned one active medical drawer Created designated zones Then we moved one area at a time: closet, desk, bed. This process took two hours in a small room, because organization is intentional, not fast. Turning goals into systems that stick Once the physical space was addressed, routines were next. Goals fail without systems. We created: a weekly medication routine a designated cleaning day a fixed time block for room resets a written weekly schedule Autistic and ADHD brains do not reliably operate on memory alone. Time blocking reduces cognitive load and decision fatigue. Is it annoying? Yes. Does it work? Also yes. Consistency beats perfection every time You will mess up. That is expected. The difference between success and failure is same-day recovery. Failure is not proof you can’t do something, it’s data. It tells you: the task was too big the timing was wrong your body needed something else The goal is not perfection. The goal is returning to the system the same day. Big goals still work, when you shrink them Goals like weight loss, financial stability, or major life changes require breaking down the process even further. Instead of doing everything at once: choose movement or food choose structure or habit change choose one variable at a time Too much, too fast guarantees quitting. The autistic reality of goal-setting Year-long goals don’t work for me. Ninety days is too long. I operate in 30-day cycles with short-term goals nested inside. That’s not failure. That’s accommodation. Most neurodivergent people function better this way, they just haven’t been taught to work with their brains instead of against them. Key takeaways for the year ahead: Pick a goal you genuinely care about Limit yourself to one or two short-term goals Use 30-day timelines Build systems, not motivation Treat failure as data Adjust, don’t abandon This is how goals become achievable instead of exhausting. Follow me on Facebook , Instagram , LinkedIn , and visit my website for more info! Read more from April Michelle Ratchford April Michelle Ratchford, Occupational Therapist/Podcast Host April Ratchford, OTR/L, is an autistic occupational therapist, writer, and global advocate for neurodivergent adults. As the creator and host of Adulting with Autism, an internationally ranked podcast with over two million downloads, she blends clinical expertise with real-life lived experience. April specializes in supporting autistic young adults as they transition into independence, higher education, and adult identity. She is known for her clear, empowering approach that makes complex neurodivergent challenges accessible and manageable. April is currently advancing her studies in neuroscience through King’s College London to further elevate her work in autistic well-being and adult development.

Written by Dr. Sandra Wilson, Business Coach, Mentor, and Consultant Sandra is renowned for her insightful approach to coaching leaders and leadership teams. With years of experience as an organisational psychologist and master coach, she brings breadth and depth to her work. She combines robust psychological theory with a practical approach to individual and team development. In a world defined by constant transformation, hybrid workforces, rapid technological advances, shifting generational expectations, and global competition, organisations are recognising that culture is not a decorative accessory, it is a strategic imperative. Culture determines how people behave when no one is watching, how decisions are made under pressure, and how resilient an organisation becomes when facing uncertainty. It influences whether employees show up with creativity and energy or retreat in silence and survival mode. In essence, culture is the invisible operating system that drives performance, innovation, and well-being. Yet despite years of leadership workshops, glossy value statements and motivational posters, many organisations still struggle to build cultures that are genuinely healthy, empowering and sustainable. I have witnessed versions of the gap, organisations that claim to value collaboration but reward competition, who say they prioritise well-being but do not address burnout, who advocate transparency but practice secrecy at the highest levels. When culture is dictated from the top rather than co-created, people disengage. When behaviours do not align with espoused values, trust is eroded. To build a healthy culture, organisations must embrace a fundamental shift, culture cannot be mandated, it must be co-created. To do that effectively, we must understand the psychological and systemic forces that shape collective behaviour. One of the most powerful lenses for understanding this is Transactional Analysis (TA), specifically the concept of organisational script. What culture really is Organisational culture is often defined as “how we do things around here”, but in reality, it is much deeper than visible behaviours or stated values. Culture is the lived experience of employees. It is the accumulation of daily interactions, unspoken expectations, leadership behaviours, and emotional climate. In essence, it is a set of unconscious agreements that influence whether people feel safe or threatened, valued or replaceable, and whether they are encouraged to contribute or pressurised to conform. A healthy culture is not soft, it is structural. Research demonstrates that organisations with strong, supportive cultures achieve higher employee retention, stronger engagement, greater innovation, and stronger financial performance. Culture shapes decisions that ultimately build or break strategy. When people feel psychologically safe and trusted, they take measured risks, share ideas, speak up, disagree without being disagreeable, and create healthy relationships. When people feel blamed, shamed, judged, or ignored, they shift into self-protection, compliance, silence, and resignation. In a modern landscape where human creativity and agility are essential, survival mode cultures are organisational liabilities. Why culture must be co-created, not imposed The traditional model of corporate culture creation has been top-down, leaders decide what the culture should be and expect everyone to adopt it. Culture cannot be installed like software. People commit to what they co-create. Co-creating culture means inviting employees at all levels to actively participate in designing the work environment. It means recognising that culture is not designed by posters and slogans but by relationships and the quality of everyday conversations. When culture is consciously co-created, ownership replaces compliance, engagement replaces resistance, trust replaces fear, and resilience emerges as a collective capability, enabling people to adapt, grow, and thrive together. Culture is not built through leadership programmes, initiatives, or value statements. These are the tools that can support culture, but they cannot create without robust alignment between intention and action. Culture is either reinforced or undermined in every meeting, every leadership decision, every performance review, and every informal exchange. It does not live in an employee handbook, it lives in the human nervous system. Transactional analysis and organisational script Transactional Analysis (TA) is a social psychological theory developed by Dr Eric Berne, and it helps us understand how beliefs, behaviour, and psychological dynamics shape relationships. One of TA’s core concepts is the life script, defined as the unconscious narrative that an individual develops in childhood to make sense of the world and that later influences adult decisions, beliefs, and relational patterns. What is less widely discussed is that organisations also develop scripts. An organisational script is a set of unspoken messages, expectations, emotional rules, and behavioural patterns that shape how the organisation functions. It determines what is permitted, what is rewarded, what is feared, and what is forbidden. It shapes whether people speak up or remain silent, whether mistakes are treated as learning opportunities or as punishable offences, and whether leadership is authoritarian, paternalistic, participatory, or empowering. Organisational scripts are transmitted through symbolic communication, such as who gets promoted, how conflict is handled, how leaders respond to being challenged, and how success is defined. Scripts are often inherited unconsciously from organisational history or industry norms. There are messages embedded in the unconscious of the system, for example: “Don’t ask questions, just deliver results” “Don’t show vulnerability, stay strong” “Keep conflict quiet, don’t rock the boat” “Don’t challenge authority, be compliant” These examples are not written down anywhere, yet beliefs such as these, embedded in the system, powerfully govern behaviour. The problem with an unconscious script is that it operates automatically, even when it does not serve the organisation. The culture of the organisation is a result of the script and, left unexamined, reproduces itself through generations of employees. Healthy cultural transformation begins with exploration of the script, once the organisation can see the narrative it is living with, it can consciously rewrite it. The act of rewriting is the essence of co-creation of a healthy culture. Creating culture through shared purpose and psychological safety At the heart of a healthy organisational culture lies psychological safety, the belief that we can speak openly, experiment, and bring our authentic selves without fear of blame, shame, or judgement. Psychological safety is the birthplace of innovation. Without it, people silence themselves, hide mistakes, suppress suggestions, and protect themselves. When people feel genuinely listened to, they fully engage. When they feel part of something meaningful, they contribute more confidently. When leaders operate from curiosity rather than control, they unlock organisational intelligence. Leaders must be facilitators of conversations, model transparency, and humility. Leadership is less about power or status and more about relationships. A healthy culture is not one where everyone agrees, but one in which disagreement is safe and productive. The work of cultural co-creation Co-creating a healthy culture is not an event, it is a practice. It requires a willingness to ask uncomfortable questions and the patience to build new habits. It requires consistency and not only emotional intelligence but also social and relational intelligence. It requires leaders to look inward because culture mirrors leadership behaviours. Culture does not change when organisations declare new values, it changes only when leaders embody behaviours aligned with those values. People follow experiences, not words. The real work of culture is the relational work, the way leaders respond to challenges, the way they deal with mistakes, their own and others, the depth with which they listen, their ability to embrace human frailty whilst driving towards excellence. Culture is co-created through conversations, experiences, and daily choices. When employees believe they can influence culture, hope replaces helplessness. When people’s voices matter, accountability becomes shared rather than enforced. When the dignity of individuals is honoured, performance becomes a natural outcome, rather than a pressure demand. The future belongs to co-created cultures We are living in a pivotal moment for workplace transformation. The 2020 pandemic exposed what had previously been unquestionable. People no longer want to trade well-being for steady employment. They want purpose, psychological safety, inclusion, and humanity. They want their workplace to be a community of contribution. A healthy culture confers a competitive advantage on an organisation. More importantly, it is a moral choice. Leaders who rise to this challenge will attract talent, inspire loyalty, and adapt rapidly. Those who cling to outdated scripts will struggle to evolve. The future of work will be built on collaboration, not control, on partnership, not hierarchy, and on trust rather than fear. Culture is something we build together, not something senior managers own. Closing reflection The organisational script silently dictates the organisation's culture. Every employee contributes through their decisions, beliefs, and behaviours. Every leader reinforces it through their presence, not their policies. At any moment, we can reinforce the old story or co-create a new one. Visit my website  for more info! Read more from Dr. Sandra Wilson Dr. Sandra Wilson, Business Coach, Mentor, and Consultant With over 35 years of experience in organisation development, Sandra is a dedicated researcher of human behaviour both at an individual and systemic level. She defines her work as helping people get out of their own way, passionately believing in the untapped potential and limitless resources within every individual. Her mission is to support people in living richer, more fulfulling lives, both professionally and personally. Sandra works internationally as a consultant, teacher, coach, mentor and supervisor advocating for rigourouse development processes without rigid formulas.

Written by Dan Williamson, Coach, Mentor, and Founder Dan is a qualified coach and mentor with 20+ years of experience helping people unlock their potential by challenging perspectives and enhancing self-awareness. He founded Teach Lead Transform, an online platform for self-discovery, learning, and language growth. Your CV looks perfect. That might be the problem. When every bullet point is polished, every gap explained away, and every description sounds like it came from the same AI prompt, recruiters don’t really see anything at all, because the CV is generic. I've reviewed hundreds of CVs over the past decade. The ones that work aren't the most polished, they're the most honest. The ones that fail aren't poorly formatted or badly written, instead they're so sanitized and are usually just a list of responsibilities, they could belong to anyone. Your "perfect" CV is probably not even being noticed, and it’s nothing to do with your qualifications or experience. The perfection problem Recruiters are trained to spot inconsistencies such as employment gaps, regular job changes, career pivots, but also a CV that seems too ‘perfect’. When everything is grammatically correct, every achievement flawless, and the presentation unblemished, this sort of CV says nothing and raises more questions than it answers. Perfect CVs signal a few things: You're pretending to be someone you’re not, you’ve hidden anything that might be controversial, or (shock horror) show a personality, or increasingly, you’ve just asked an AI to write it for you. Note: Whilst using AI is quicker, it’s a machine without the individual nuances we all have, take the time to write out your experience, it speaks volumes. Also, think about it from a recruiter’s perspective. They're reading their hundredth CV of the week. Every single one claims to be a "results-driven professional with a proven track record" or lists "strategic initiatives," "cross-functional collaboration," and something they are “Known for…” In short, all of them sound the same, making them forgettable. Ironically, by trying to be perfect, you’ve eliminated every possible way to be memorable and authentic. Five unintentional CV red flags  Red flag 1: The language of generic achievement "Increased efficiency by 30%" says nothing. What did you do? Remembering the STAR (Situation, Task, Action, Result) methodology is very helpful here. I see this mistake constantly. A CV packed with impressive-sounding percentages attached to vague achievements. "Drove 40% improvement in team performance." "Increased revenue by 25%." "Reduced costs by 35%."  These statements say to me: "I know what a good CV bullet point is supposed to look like, so I created one." The percentages without context are meaningless. What process did you change? What problem were you solving? What did you learn that you'd apply differently next time? What was the metric at the start, and what was it at the end? That's what reveals competence, not the number, but the thinking, the action, and the result. Instead of: "Increased team efficiency by 30% through process improvements." Try: "Reduced new hire onboarding from six weeks to four by identifying three steps that added no value. Required convincing department heads to change their approach, which taught me about organizational change." The second version is longer and less polished, but now I’m interested, and I’m already thinking about questions to ask at an interview to understand more about how you think. Red flag 2: Inconsistent timelines  The CV that lists years without months to obscure a gap. Or, more common, the work history that stops 6 months or a year from the time you are making an application. Instantly, I’m asking, “What have you been doing since?”  These gaps are so easy to spot, and when I see them, I’m assuming the worst, because if you're working this hard to hide something, it must be bad, right? Usually, it isn't. Usually it's something completely understandable, caregiving, illness, redundancy, taking time to figure out what you wanted. Things that make you human and often more capable, not less. Life experience complements work experience. Remember, the explanation that comes later, if you get to an interview, must overcome the distrust you created by hiding it in the first place. Interview questions should be about what you included, not what’s missing. Instead of hiding it: "2018-2019: Stepped away from full-time work to care for a parent with declining health. During this time, I took on project work for three former clients and realized I wanted to pivot from corporate finance to financial planning for individuals.” That's honest, human, and shows values with strategic thinking. It's also far less suspicious than carefully formatted dates that don't quite add up. Red flag 3: Borrowed authority Using industry jargon and buzzwords that sound impressive but say nothing: "Leveraged synergies across cross-functional stakeholder groups to drive strategic initiatives and deliver value-added solutions in a dynamic environment." Hmmm. From experience, people who talk a lot, usually don’t really have anything of substance to say. This is a sentence that talks. A lot.  This is borrowed authority, or realistically just BS. Language that sounds professional because it sounds like everyone else's professional language when it has no substance to it. I read this and my eyes glaze over, or I just laugh because it’s such an absurd statement. All this tells me is that you know what professional language is supposed to sound like. It doesn't tell me how you think, what you did, or why it mattered. Instead of: "Leveraged cross-functional collaboration to drive strategic outcomes." Try: "Convinced three department heads who rarely spoke to each other to jointly redesign our customer onboarding. They were sceptical until I showed them how much time we were wasting with handoff confusion." The second version uses normal language to describe real work. It shows what you did, how you did it, and the challenges.  Red flag 4: The invisible person When everything is about the company or team, and nothing reveals who you are as a professional. If everything is about what the team achieved, the person who wrote the CV completely disappears. Not wanting to take credit for team efforts or overstate your individual contribution is admirable. However, the reader needs to understand your specific contribution. Not because they want you to take credit from others, but because they're hiring you, not your former team. Instead of: "Team delivered 40% improvement in customer satisfaction through process redesign." Try: "I led the research phase for our customer satisfaction project, interviewing 30 customers to understand where our process was failing. Their feedback directly shaped three of the four changes we made. The hardest part was getting leadership to hear that our 'efficient' process was actually creating work for customers." Now I know what you did, how you think, and what you learned.  Red flag 5: Strategic omission The memorable career moves and personal experiences omitted for fear they're "not professional enough." The year you spent teaching English abroad that taught you how to explain complex concepts simply. The volunteer work that made you realize you cared about mission-driven organizations. The "failed" startup that taught you more than any corporate role ever did. You left all of that out because it doesn't fit the template of what a professional CV is supposed to look like. Those are often the most interesting parts of your story! The gold nuggets that make you different! They're what I’m going to remember after reading ninety identical CVs about strategic initiatives and cross-functional collaboration. Instead of leaving it out: Include it, shout about it, but show the professional relevance. "2017: Taught English in Vietnam. This detour taught me that my ability to break down complex financial concepts for non-experts was a skill worth developing. Returning to client-facing work, it completely changed how I explained investment strategies." That's interesting and shows self-awareness with the ability to leverage and learn from life experiences. Writing an authentic CV Authentic doesn't mean casual or unprofessional. It means real. Your CV should sound like you wrote it, not like you assembled it from templates. It should reveal how you think, not just what you did. It should show the person behind the credentials. This requires different choices: Strategic disclosure instead of complete sanitization. Not every detail of your life belongs on your CV, but the parts that shaped your professional judgment probably do. Include what's relevant, frame it clearly without apologizing. Your language instead of buzzwords. If you wouldn't say "leveraged synergies" in conversation, don't write it on your CV. Context for achievements instead of percentages. The number matters less than what you did to get there and what you learned doing it. Your voice instead of generic professionalism. Professional doesn't mean personality-free. It means clear, respectful and appropriate. Your CV can be these things while still sounding like you wrote it. The integration method for CV writing Here's how to rewrite your CV with authenticity: Step 1: Identify what you've sanitized or omitted. Read your current CV with this question in mind: What parts of my career story are missing? The career gap you explained away, the pivot you didn't mention, the personal experience that shaped how you work or the failure that taught you something important.  Step 2: Find the professional relevance in your real story. The career gap? It shows values, resilience, strategic thinking. The pivot? It shows adaptability, clarity, courage. The unusual experience? It shows diverse thinking, cross-context learning. Your job isn't to hide these. It's to show why they matter professionally. Step 3: Practice language that's honest without being defensive. There's a difference between: "Unfortunately, I had to take time off due to personal circumstances." And: "Stepped away for eighteen months to manage a family health crisis. Returned with clarity about the kind of work environment I needed, now seeking mission-driven organizations." The first apologizes. The second frames.  Step 4: Test with people who will give honest feedback. Show your revised CV to someone who knows you professionally. Ask them: "Does this sound like me? Is it clear what I did and how I think?" If they say it could be anyone, you've sanitized too much. If they say it's too casual, you've overcorrected. If they say it's clearer and more compelling, you're on track. When authentic actually means strategic The fear is that authenticity will make you less competitive, that honesty about gaps or pivots will eliminate you from consideration, that personality will seem unprofessional. Sometimes, that will happen. Some organizations want conformity. Some recruiters want the template version. Honestly? Those probably weren't the right opportunities for you anyway. The CV that's authentically you does something better than impressing everyone, it attracts the right opportunities. When you're clear about who you are, the roles that fit will respond. The roles that don't will pass you by. This feels risky until you realize that getting hired for being someone you are not is the actual risk. The CV that sounds like you works as a filter. The organizations that respond positively to authenticity are the ones where you can sustain working. The ones that want the sanitized version were never going to be a good fit. Your CV checklist Before you send your next application, ask yourself: Could someone who knows me professionally recognize this as mine? Am I using phrases I'd never say out loud? Does my description sound generic? Have I included context for my achievements, or just numbers? Are there career choices I'm hiding rather than framing? If I read this as a recruiter, would I remember it? Does this show how I think, or just what I did? If you're answering no to most of these, your CV isn't working as hard as it could. The goal isn't to create a perfect CV. It's to create an honest one that makes the right people want to talk to you. What I've learned after years of this work and from personal experience: The most forgettable CVs are the perfect ones; the most memorable ones tell the truth strategically. Your career path is more interesting than your CV currently suggests, that's exactly what's making you forgettable. So, stop trying to eliminate every objection. Start showing who you really are, and the right opportunities will respond. If you are interested in an independent assessment of your CV with some observations for improvement, at TLT, we offer a free 20-minute consultation to understand more and identify how we can help.  Follow me on Facebook , Instagram , LinkedIn , and visit my website for more info! Read more from Dan Williamson Dan Williamson, Coach, Mentor, and Founder Dan is passionate about continuous growth to positively impact others. As a qualified coach and mentor, he empowers people to deepen their self-awareness, strengthen their personal identity, and unlock their true potential. Using his own self-discovery experiences as a foundation, he helps individuals develop bespoke strategies to enable them to live as their authentic selves. Through his writing on Teach, Lead, Transform, his online learning, language, and self-discovery platform, his aim is to stimulate thinking and awareness to empower self-directed personal growth.

Written by Angela Attar, Holistic Healer & Spiritual Guide Angela Attar is a Holistic Healer & Spiritual Guide, Reiki Master, Homeopath, and Spiritual Coach. She specialises in Emotional and Energy Healing, helping individuals release blocks, restore balance, and reconnect with their true selves through integrative mind-body-spirit practices. Many people experience an ongoing inner conflict, a sense of overthinking, emotional reactivity, or feeling disconnected from themselves despite doing “all the right things.” Life may appear stable on the outside, yet internally, there is confusion, exhaustion, or a constant feeling of being on edge. This inner tension often comes from two very different forces competing for control, the ego and the higher self. Understanding the difference between ego vs higher self, and recognising which one is guiding your thoughts, decisions, and emotional responses, can be profoundly transformative. What is the ego? The ego is not something to get rid of, nor is it inherently negative. It exists to protect us. It develops through life experiences, conditioning, and moments where safety, emotional or physical, is felt uncertain. The ego’s role is survival. It scans for danger, seeks control, and tries to prevent discomfort or rejection. It often speaks through fear-based thoughts, self-doubt, comparison, or the need for certainty. While its intentions are protective, when the ego dominates, life can begin to feel heavy, reactive, and exhausting. What is the higher self? The higher self represents the calm, grounded part of us that is connected to truth, integrity, and inner knowing. It is not loud or demanding. It does not rush or pressure. Rather than reacting, the higher self responds. It is aligned with values rather than fear, trust rather than control. Decisions guided by the higher self tend to feel steady and clear, even when they involve challenge or change. Ego vs higher self: Key differences Understanding the contrast between these two inner voices makes them easier to recognise in daily life. The ego operates through fear, the higher self through trust The ego feels urgent, the higher self is patient The ego seeks external validation, the higher self relies on inner alignment The ego overthinks, the higher self knows The ego tightens the body, the higher self softens it Neither voice disappears entirely, but awareness allows choice. Signs the ego is running your life Many people recognise ego dominance not through dramatic moments, but through subtle, ongoing patterns, such as: Constant overthinking and second-guessing decisions Emotional reactivity or feeling easily triggered A strong need for reassurance or approval Difficulty resting or slowing down Feeling disconnected from yourself despite effort and productivity These patterns are common during periods of chronic stress and nervous system overload , and they are not personal failings. Signs you are listening to the higher self When the higher self leads, life does not become perfect, but it does become clearer. Common signs include: Decisions feel calmer, even when they are not easy Emotional responses soften rather than escalate Increased self-trust and reduced need to explain yourself A sense of alignment rather than force Feeling more present in the body rather than stuck in the mind This shift often feels subtle but deeply grounding. Why so many people are stuck in ego mode Modern life places enormous strain on the nervous system. Constant stimulation, emotional suppression, unresolved experiences, and long periods of “pushing through” leave little room for stillness or reflection. When the nervous system remains in a prolonged state of stress or survival mode, the ego naturally becomes louder in an attempt to maintain control. This is especially common in those who are responsible, empathetic, or used to supporting others. Ego dominance, in this sense, is often a sign of overwhelm rather than weakness. Research into how the nervous system responds to prolonged stress  shows that ongoing stress can significantly impact emotional regulation, decision-making, and overall wellbeing. How to begin shifting from ego to higher self The transition from ego-led to higher-self-led living does not happen through willpower alone. It begins with gentle awareness. Simple practices can support this shift: Pausing before reacting Creating moments of quiet without distraction Reconnecting with the body through breath or stillness Allowing emotions to be felt rather than pushed away Receiving support rather than managing everything alone Practices that focus on calming the nervous system naturally  can be particularly helpful in creating the internal safety needed for this shift to occur. Living from alignment, not survival When the higher self begins to guide more of your inner world, life often feels less effortful. Decisions come from clarity rather than fear. Healing becomes deeper because it addresses root causes, not just symptoms. Living from alignment does not remove challenges, but it changes how they are met, with steadiness, trust, and self-respect. Start your reconnection journey Feeling disconnected from yourself can be unsettling, but it doesn’t mean anything is wrong with you. Often, it is simply a sign that your system has been in survival mode for too long. If you feel drawn to explore this more deeply, personalised Emotional & Energy Healing sessions  can support you in reconnecting with your inner clarity, regulating the nervous system, and gently releasing what no longer serves you. This work can also form the foundation for a longer-term journey of inner alignment and self-trust. Follow me on Facebook , Instagram , LinkedIn , and visit my website for more info! Read more from Angela Attar Angela Attar, Holistic Healer & Spiritual Guide Angela Attar is a Holistic Healer & Spiritual Guide, Reiki Master, Homeopath, and Spiritual Coach. She works with individuals seeking to release emotional blocks, restore balance, and reconnect with their true selves, with a special focus on empowering women on their healing journeys. Through her integrative approach combining Reiki, homeopathy, and spiritual coaching, Angela helps clients build resilience, clarity, and a renewed sense of inner strength. Her mission is to guide others back to their authentic power so they can live with greater purpose, freedom, and fulfilment.

Records are often treated as moments of luck. In Rhode Island tautog fishing, Captain Connor MacLeod has proven they are the result of preparation, repetition, and deep local knowledge. In 2021, MacLeod made statewide headlines when a fish caught aboard his Newport-based Tall Tailz Charters shattered a Rhode Island tautog record that had stood for nearly seven decades. When that record fell again in 2024, many assumed the story had ended. On November 9, 2025, Tall Tailz Charters reclaimed the title – making Connor MacLeod the first skipper in Rhode Island history to break the state tautog record twice. “This isn’t about chasing records,” MacLeod said. “It’s about doing things the right way, trip after trip. The results come when everything else is right.” The first record: Breaking nearly 70 years of history The first milestone came in 2021, when a 21.57-pound tautog measuring 33 inches was landed aboard Tall Tailz Charters. The angler was 17-year-old Paul Newman of New Jersey. That fish broke the previous Rhode Island state record of 21.25 pounds – a mark that had stood for nearly 67 years. “It was special for a lot of reasons,” MacLeod said. “A young angler, a historic record, and years of preparation coming together in one moment.” But for MacLeod, the catch was never about headlines. “You don’t stumble into fish like that,” he said. “They come from understanding the fishery and putting in the work season after season.” Losing the title – and setting the stage for a return In 2024, the 2021 record was surpassed by a 22.33-pound tautog. While the record moved on, MacLeod stayed focused on his process. “Records come and go,” he said. “What matters is consistency.” That consistency would soon rewrite the story. The reclaim: A bigger fish, same charter, same captain On November 9, 2025, Tall Tailz Charters reclaimed the Rhode Island state tautog record with a 23.94-pound fish, measuring 33.5 inches in length with a 24.5-inch girth. The angler was Vlad Vaynshteyn of New Jersey – a regular client aboard MacLeod’s boat. “That part matters,” MacLeod said. “Repeat clients mean repeat results. This wasn’t a fluke.” Both the 2021 and 2025 record fish were caught using locally sourced white crab, also known as sand crab – a bait rarely available through local shops. “During tog season, I trap my own crabs,” MacLeod explained. “If you want premium results, you need premium bait.” Why it keeps happening on Tall Tailz Charters MacLeod’s reputation isn’t built on a single fish. It’s built on volume, discipline, and endurance. Each year, he typically runs: 15-20 tautog trips in the spring Approximately 75 trips in the fall, weather permitting Fall tog season is relentless. MacLeod often fishes 30-40 consecutive days before weather allows a break. “Those rare off days aren’t rest days,” he said. “They’re maintenance days. Boats, gear, everything has to be perfect.” That attention to detail has made Tall Tailz Charters a destination for serious anglers. Newport: The Holy Grail – and the captain who rules it Newport, Rhode Island is widely regarded as the Holy Grail of tautog fishing in the Northeast. Heavy structure, tidal flow, and pressure make it one of the most challenging fisheries in the region. MacLeod thrives there. “Fishing here exposes mistakes fast,” he said. “If you don’t know what you’re doing, the fish will tell you.” By reclaiming the state record in 2025, MacLeod cemented his standing as Rhode Island’s top tautog charter captain – not by chasing hype, but by executing at the highest level, year after year. More than a record For MacLeod, the significance of breaking the record twice goes beyond personal recognition. “It shows what’s possible when preparation meets opportunity,” he said. “Anyone can have a good day. Not everyone can repeat it.” Tall Tailz Charters’ record-breaking fish weren’t accidents. They were outcomes. And in Rhode Island tautog fishing, no one has proven that more clearly than Captain Connor MacLeod.

Cambridge, United Kingdom, January 2026. Leadership researcher and technologist Aravind Sakthivel announces the release of his new book, The Leadership Trap: Why Smart Leaders Fail and How to Break Free, available worldwide on Amazon from February 2026. The book is the result of a multi-year study of globally documented leadership failures, drawing exclusively on public information, including congressional investigations, regulatory reports, court filings, academic research, and long-term media analysis. Rather than relying on personal experience or internal corporate access, the book synthesises patterns found across some of the most widely reported organisational crises of the past three decades. A research-driven framework based on global cases The Leadership Trap identifies six systemic traps that repeatedly appear in large-scale leadership failures across industries and geographies. These traps are derived solely from publicly documented cases and cross-industry research. All company and individual names are changed to ensure the focus remains on leadership patterns and system failures rather than on specific organisations. Illustrative cases include the Stratford Aerospace Horizon 900 crisis, the Atlantic Foods capability collapse, the FlexSpace IPO breakdown, and the innovation failures at Apex Industrial. These cases are used because they are extensively documented in the public domain, allowing readers to examine recurring failure patterns without relying on confidential or proprietary information. “These patterns are not speculative,” says Aravind Sakthivel. “They are visible in the public record. What has been missing is a coherent framework that explains how these failures form, why they remain invisible to leaders, and how they can be prevented before damage becomes irreversible.” The six leadership traps The book outlines six recurring traps: Echo Chambers, where truth fails to reach decision makers Cost Cutting Illusions, where short term savings erode long term capability Leadership Absence, leaving organisations directionless during crisis Innovation Theatre, where activity replaces outcomes Fortress Cultures, where loyalty is rewarded over performance Metric Mirages, where dashboards hide underlying deterioration The three systems that prevent failure Alongside the traps, the book introduces three practical systems: the Challenge System, the Capability System, and the Cadence System. Together, these form an operational architecture leaders can use to prevent traps from forming or to reverse them once they appear. Each system includes diagnostic tools, weekly and monthly health checks, and documented escape routes grounded in public examples from resilient organisations, including Titan Industries, Southwest Airlines, and Microsoft. What readers gain Readers will gain: An evidence-based diagnostic framework Practical tools that can be applied immediately Public case studies showing how traps form and how they are reversed A 90-day implementation roadmap A research-backed model suitable for use across sectors About the author Aravind Sakthivel is an author, technologist, specialising in the intersection of AI, leadership behaviour, and organisational psychology. With more than 22 years of global technology leadership experience, he has served as CIO in complex multinational environments. Based in Cambridge, United Kingdom, Aravind’s research focuses on why intelligent, high-performing leaders fall into predictable organisational traps and how those failures can be prevented through system design rather than individual heroics. His framework, The Leadership Traps, provides a practical lens for diagnosing leadership decline and restoring organisational health. He holds an MBA from Nyenrode Business Universiteit and has completed executive education at Harvard Business School.  Book details Title: The Leadership Trap: Why Smart Leaders Fail and How to Break Free Author: Aravind Sakthivel Release Date: 3rd Ferbuary 2026 Formats: Print and Kindle Publisher: Amazon Website Media, interviews, and speaking For interviews, review copies, or speaking invitations, contact: Aravind Sakthivel Cambridge, United Kingdom Website LinkedIn

Sylwia Krawczyszyn works with people who have tried almost everything, yet still find themselves looping back to the same physical or emotional patterns. Rather than treating symptoms as problems to eliminate, she approaches them as signals that point toward something deeper that hasn’t yet been met. Her perspective is shaped not only by professional training, but also by her own lived experience of severe chronic illness and years spent searching for answers that actually last. Her work sits at the intersection of subconscious patterning, embodied awareness, and energy-based modalities. Drawing on Compassion Key®, Quantum-Touch®, and a background that bridges analytical thinking with lived, somatic experience, she helps clients reconnect with their inner technology, an innate capacity for regulation, healing, and choice that was never broken, only muted. She is not interested in surface-level fixes, bypassing, or outsourcing responsibility to a method or a healer. Instead, she works with awareness, resonance, and readiness. The focus is not on becoming someone new, but on unlearning long-running imprints, including beliefs, nervous system responses, and identity patterns that quietly shape how life is experienced day after day. Sylwia Krawczyszyn, Subconscious Healing Guide Who is Sylwia Krawczyszyn, and what inspired you to start your self-development journey? I like to describe myself as a mixture of an archetypal Rebel, Magician, and Artist. I offer guidance in the self-healing process, but I'm also a bit of a computer geek who loves thunderstorms and heavy music, especially progressive metal and hardcore punk. I definitely don't wish to be seen as a guru or even a healer, because I believe the only guru and healer you need is the one already inside you. The first steps of my self-development journey happened about ten years ago, when I started learning mindfulness and yoga. I found both very helpful for managing stress while entering my professional career in the demanding VFX industry. The deeper dive began a couple of years later when I went through Topical Steroid Withdrawal, and my health declined so dramatically that I was afraid to look in the mirror. I struggled with pain and extreme discomfort for about a year, completely unable to work. This is when I started looking into unconventional ways of healing that produce real results. I tried numerous different approaches, including diets, detoxes, affirmations, natural remedies, acupuncture, miracle programs, and quantum manifestation. Despite all this effort, my skin continued to be reactive, chronically inflamed, and dry, even several years after the TSW. Everything changed when I dug deeper and resolved subconscious patterns that were causing the skin issues in the first place. Today I am delighted to say I'm about 95% eczema free. I finally feel comfortable in my body and have stopped worrying about looking "perfect" when being seen by other people. I haven't had major flare-ups for several months now and continue to improve with this work, and that includes other areas of my life, not just my skin. How would you describe your approach to personal transformation and growth? I'm all about "Doing It Yourself". I believe I am the only person who truly knows what's best for me. I don't like to rely on external means, be it wellness hacks, hi-tech gadgets, even an organic diet or herbal medicine, because I consider these to mostly address symptoms and not the actual causes of our issues. I'm particularly interested in methods that are practical and easy to use in the mess of everyday life. Deep down, I've always known that the most advanced technology on Earth is already within us. The fact that science doesn't necessarily understand everything about it doesn't mean we can't use it. Quite the contrary. And I'm definitely one of those people who has experienced this firsthand with my own healing and continues to see it in the incredible shifts my clients report. What key principles guide your work with clients? First and foremost, I do not aim to create repeat clients. I would rather give you the fishing rod than a bucket of fish, meaning I’m happiest when you apply what you've realised and learned while working with me on your own, instead of coming back for help every time. Of course, that being said, I would never leave you without advice or ignore your messages. If you need me, I'm here, even outside of 1:1 session work. It's quite likely I will point you towards the ways you can be of support to yourself, simply because I find this the most beneficial in my own healing. I also only work with people who are ready to accept full responsibility for their lives. This requires a certain amount of courage and an understanding that we are never truly victims of our circumstances, or enough frustration with the life you're living right now that you're open to such a possibility. Last but not least, your safety is of great importance to me. If I feel I won't be able to help you, I will recommend someone who is better suited to your needs. I have some really amazing therapists in my network. How do you help individuals uncover their true potential and unlock lasting change? It all comes down to contacting what I call our True or Highest Self. This is the unique part of us that is not touched by trauma or limiting beliefs. It holds our greatest potential and knows exactly what we're meant to achieve in this lifetime and what we need to learn to get there. Lasting change is a direct result of: trusting and allowing this part to lead us, even if what it asks seems scary or illogical, and especially when this doesn't seem available, meeting those other, fragmented aspects of ourselves that keep us stuck in emotional or mental loops. These may be wounded inner children, or even versions of ourselves from different lifetimes that experienced some kind of traumatic event. Both of these are key elements of my 1:1 subconscious healing sessions. Can you share an example of a transformation story from your clients that really stands out? A client came to me feeling completely stuck in life. He worked a job he hated and lived with his parents, who didn't understand him. He had tried rounds of psychotherapy and even taken medication, but didn't feel it was of much help. During our session, he contacted the part of himself still in his mother's womb, at the exact time when his parents considered abortion. It was truly remarkable to see him offer love and compassion to this little version of himself. I asked him to take this into his everyday life and continue to offer the loving support that this part had needed for so long. It's mind-blowing how much information our subconscious mind stores. Obviously, this isn't something a person would readily remember. Yet he was able to access this memory, and after the session, he said he felt incredibly light, as if he'd just shed a massive weight he wasn't even aware of. About a month later, when I asked how he was doing, he was about to move to a big city and start a new life. Even if the session didn't do it all for him, it certainly seems like it unlocked something and gave him the courage to take that step. He was shaken but very excited. What common challenges do your clients face, and how do you help them overcome them? Just like me, most of my clients have tried many therapies, workshops, retreats, and techniques, both conventional and alternative. Despite all these efforts, their life remained the same and their problems persisted. This often shows up as chronic illness or pain, exhaustion even after resting, or being unable to truly rest or sleep. It can also look like feeling stuck in an unsatisfying life, chasing too many passions at once, and never completing anything meaningful. They may feel afraid of being seen or judged by others, or completely stuck in believing they can never heal, conceive, find a partner, or discover their life’s purpose. More often than not, a major underlying issue is not feeling worthy of love or of living a beautiful, abundant life. The number of things in our lives that stem from unresolved trauma and long-running imprints is staggering. Often, we don’t remember these experiences or see how they relate to our current struggles. This is the focus of my 1:1 work. I help people safely go deep enough to gently dissolve the roots of what’s stopping them from feeling whole, healthy, joyful, and at ease. How do you tailor your approach to meet the unique needs of each individual you work with? My sessions have a certain structure that helps them be precise and effective, but each session relies first and foremost on the information given to me by the client. I use my intuition and certain digging deeper techniques only when the client, or their wounded aspect, is reluctant to share information. Otherwise, the session is led entirely by their own experience and interpretations of subconscious imagery. In this way, each session is unique and will look and feel different every time. My task is to be neutral and regulated, to listen closely to whatever unfolds in the client's mind's eye, while also making sure they feel safe and remain at a comfortable distance from anything that may be too emotionally overwhelming. When it comes to booking sessions, I like to first discuss the challenges my client is experiencing. This helps us decide if working together may be a good fit, and whether one session or a package of sessions would be best suited to their situation. It's never one-size-fits-all. "The Return" package comes with a pre-recorded self-healing meditation that can be used whenever needed, and it also includes a money-back guarantee. If nothing shifts after 2 sessions, I'm happy to refund the full investment. What role does mindset play in the transformation process, and how do you cultivate it with your clients? For me, this work produces the greatest shifts when I’m regulated, grounded, and not overly emotionally invested. I cultivate this state through breathing and body awareness practices that I use both in everyday life and during sessions. It’s similar for my clients. Feeling safe and balanced is essential, which is why subconscious healing sessions always begin with grounding and nervous system regulation. From there, most clients naturally access a calm, spacious state connected to their True Self, which tends to deepen as the session unfolds. Another key element in this work is self-compassion. While it may sound too simple, it’s one of the most powerful self-healing tools available once people learn how to access it without judgment or force. What tools or techniques do you use to guide your clients towards their goals? The main tool I use is Compassion Key®. It shares certain similarities with hypnotic regression. However, it doesn't require hypnosis at all, and personally, I find it much more effective, quicker, and less heavy on the system. It relies on the client's somatic experience, subconscious imagery, and a precise use of specially formulated self-compassion mantras in order to access and dissolve dissonant emotional loops and limiting beliefs. My secondary tool is Quantum-Touch®. This is an energy healing modality that ensures a coherent and stable frequency field, supporting the client's self-healing mechanisms. I use it during all my Compassion Key® sessions to balance myself and the client, but I also offer it as separate mini sessions for energy boosting, alignment, and restoration. It's especially useful to weave between the deeper, more emotional CK sessions, but also very effective for many acute problems and skeletal misalignments. I'm officially certified in both of these techniques. What would you say to someone who feels stuck and unsure of where to begin their personal development journey? Notice your emotional triggers. What makes you feel sad, angry, frustrated, or fearful? These are great starting points. If you can't sleep, notice what kind of thoughts come to your mind as you're lying in bed. More often than not, things we don't like about other people resonate with certain parts we don't like about ourselves. Start taking note of these. For example, write them down along with associated emotional states in your private journal. Observe which patterns are especially present in your life. Try not to run away from or drown out difficult feelings. What you resist, persists. Be curious and always very gentle with yourself. If you catch yourself judging the way you feel, take note of that as well. It may seem contradictory at first, but the more presence and compassion you give to those aspects of your being, the less they're going to run your life. If you're interested in working with affirmations, you may want to check this guide   on how to use them most effectively . How can potential clients start working with you, and what can they expect from the process? I currently offer single subconscious healing and energy healing sessions, as well as a package of 8+3 sessions called "The Return ", which I briefly mentioned before. You can find more details on this website . If you're considering booking a package, I will first ask you to attend a free 20-minute Resonance Call, so we can both get to know each other and explore whether this could be the right way forward. Expect the unexpected. Many sessions are surprising. Most produce unforeseen improvements in my clients' lives, such as loved ones or co-workers behaving differently towards them, or being able to sleep more deeply than ever before. All are great opportunities to create the change you want to see in the world. This work is definitely not just about you. Whatever you alchemise inside yourself heals in the collective as well. If you feel the call, I would be honoured to hold space for your unique journey. Reach out via Instagram or email me here with any questions and booking requests. Follow me on  LinkedIn for more info! Read more from Sylwia Krawczyszyn

Written by Debra Whitson, Attorney, Mediator, Certified Divorce Specialist™ For the first half of her career, Debra Whitson was a prosecutor, and she spent the latter half specializing in Matrimonial and Family Law. She is an experienced mediator and collaborative divorce practitioner as well as a recognized expert in working with victims of domestic violence. The new year has long been associated with fresh starts, personal reflection, and major life decisions. In family law, January consistently emerges as one of the busiest months for divorce inquiries, a phenomenon often referred to as the “January effect.” While popular culture sometimes portrays this as impulsive or emotionally driven, the reality is far more nuanced. For many individuals and families, the new year represents a moment of clarity after months or years of internal deliberation. The decision to divorce is rarely sudden, instead, it is often the result of extended reflection, compounded by the emotional intensity of the holiday season and the natural reset that comes with a new calendar year. Understanding why the new year prompts so many to take action and how to approach divorce strategically during this period can make a meaningful difference in outcomes. Why divorce filings rise in the new year Several factors contribute to the seasonal increase in divorce consultations and filings: Emotional visibility during the holidays: The holidays often magnify underlying marital issues, making conflict, disconnection, or dissatisfaction more difficult to ignore. A desire for stability: Many couples delay action during the holiday season in an effort to preserve family traditions or avoid disrupting children’s schedules. Once the holidays conclude, there is often a renewed focus on long-term stability. Financial clarity: Year-end financial planning, tax considerations, and bonus cycles can provide individuals with a clearer picture of their financial position, enabling more informed decision-making. Psychological momentum: The new year is culturally associated with change. That momentum often gives people the emotional resolve to take steps they have been contemplating privately. Rather than being impulsive, many January divorces are the result of months of careful thought. Divorce as a strategic life decision, not a reactionary one One of the most persistent misconceptions about divorce is that it is driven primarily by emotion or failure. In reality, many individuals approach divorce as a strategic decision about the structure of their future, particularly when children, long-term financial planning, or complex assets are involved. From a legal perspective, divorce is not simply about ending a marriage. It is about: Redefining financial independence Establishing long-term parenting frameworks Protecting assets and earning capacity Creating stability in a new family structure Approaching divorce with intention, rather than urgency, is critical. The early decisions made, sometimes before formal filing, often shape the trajectory of the entire case. Uncontested vs. contested divorce: Understanding the landscape Not all divorces follow the same path. Broadly, cases fall into two categories: Uncontested divorce, where parties are able to reach agreement on key issues such as property division, support, and parenting arrangements. Contested divorce, where disputes require negotiation, litigation, or court intervention. Many cases exist somewhere between these two extremes. What matters most is not the label, but the strategy employed. Early legal guidance can help: Preserve negotiation leverage Avoid common procedural mistakes Prevent unnecessary escalation Protect long-term interests This is particularly important in the new year, when court calendars, financial planning, and parenting schedules are being reestablished. The impact of divorce timing on children and families For families with children, the timing of a divorce can be especially significant. The transition back to school after the holidays, the establishment of new routines, and the emotional rhythms of the academic year all factor into how children experience family change. Research and practical experience both indicate that children benefit most from: Predictability Reduced parental conflict Clear communication Stable routines When divorce is handled with structure and foresight, it can mitigate disruption and provide children with a sense of security during a period of change. From a legal and practical standpoint, early planning allows parents to design parenting schedules, decision-making frameworks, and support structures that align with the child’s developmental needs and daily life. Why the approach to representation matters The legal representation chosen at the outset of a divorce can significantly influence both the process and the outcome. High-volume practices and generalized approaches may move cases efficiently, but they can overlook nuance, long-term impact, and individual family dynamics. Boutique family law practices typically emphasize: Case-specific strategy Direct attorney involvement Thoughtful negotiation approaches Long-term outcome planning This level of personalization is particularly valuable in cases involving children, closely held businesses, professional licenses, or complex financial arrangements. The new year as a natural point of transition From a sociological and psychological standpoint, the new year functions as a symbolic dividing line between “before” and “after.” For individuals in difficult marriages, that line often becomes the moment when internal uncertainty gives way to external action. Rather than viewing this as a seasonal trend, it is more accurate to see it as a reflection of human behavior, people seek alignment between their internal reality and their external life, and the new year provides a socially acceptable moment to pursue that alignment. Information as the first step One of the most important, and often overlooked, aspects of navigating divorce is the role of information. Understanding legal rights, financial implications, and procedural options empowers individuals to make decisions from a position of strength rather than fear. Consulting with experienced family law counsel does not commit someone to filing, it simply provides clarity. In many cases, that clarity alone reduces anxiety and creates a sense of control over the process. Conclusion: A deliberate beginning, not just an ending Divorce, particularly when initiated in the new year, is rarely about impulsivity. It is about resolution. It is about acknowledging what is no longer sustainable and choosing a different structure for the future. When approached with strategy, foresight, and professional guidance, divorce can be a constructive reorganization of family life rather than a destructive event. The new year, in this context, is not merely a date on the calendar, it is an opportunity to move forward with intention. Call us at 518-412-4111 today or visit our website to schedule a consultation and learn more about how we can support you during a divorce matter. Follow me on  Facebook , Instagram , and visit my LinkedIn  for more info! Read more from Debra Whitson Debra Whitson, Attorney, Mediator, Certified Divorce Specialist™ For the first half of her career, Debra Whitson was a prosecutor, and she spent the latter half specializing in Matrimonial and Family Law. She is an experienced mediator and collaborative divorce practitioner as well as a recognized expert in working with victims of domestic violence. Debra believes that legal battles are more harmful to families than helpful, and is passionate about helping people find ways to make their own decisions for their families, rather than leaving their outcomes in the hands of a stranger in a black robe. When court is unavoidable, Debra aims to educate and support people to make the legal process less costly, scary, uncertain, and stressful.

Written by Christopher A. Suchánek, Founder, Chief Strategy Officer, and Speaker Chris Suchánek is the Founder and Chief Strategy Officer of Firm Media, an award-winning national marketing agency specializing in helping plastic surgery, oral surgery, and med spa practices thrive. On Christmas Eve, I sat at a table surrounded by people I love and trust. We talked about our biggest breakthroughs of 2025. Not accomplishments. Breakthroughs. The moments we stopped betraying ourselves. The boundaries we finally honored. The truths we allowed ourselves to name out loud. The conversation was warm and safe, and it stayed with me long after the night ended. What struck me most was not what was said, but how it felt. There was no tension in the room. No careful navigation of topics. No unspoken rules. Just honesty, laughter, and the quiet ease that comes when you no longer disappear to belong. It made me realize how rare that feeling once was, and how much it says about the work required to arrive there. That night inspired me to reflect on what I finally stopped doing in 2025. I stopped believing that healing had to look dramatic to be real. I stopped waiting for a single moment that would explain everything or make it all make sense. What changed me happened quietly, in the spaces where I stopped abandoning myself to keep the peace. One of the hardest truths I faced this year is that healing often means grieving the family you needed while accepting the one you had. That grief is not dramatic. It is slow and disorienting. It shows up when you realize you were never asking for too much. I stopped blaming myself for that. I was asking the wrong people. I stopped believing unconditional love was something every family offered, even if imperfectly. In many families, love is conditional on one thing only, that you never outgrow the system. You can succeed, as long as your success does not threaten the story. You can heal, as long as your healing does not expose what everyone else worked so hard to hide. I stopped wondering why becoming whole felt so disruptive. Most families do not reject you for being broken. They reject you for becoming whole. I stopped thinking trauma was about a single event. It is an adaptation to unspoken truths in a family system. You learn who to be by reading the room. You learn what not to say. You learn which parts of yourself are inconvenient. Over time, survival becomes performance, and performance becomes identity. I stopped protecting the secret. The most damaging thing in a family is not the secret itself. It is the agreement to never name it. Silence becomes a rule. Loyalty becomes compliance. Love becomes something you earn by pretending you do not see what you clearly see. I stopped pretending the body was not keeping score. Those secrets do not stay in the past. They live in the body. Chronic tension. Hypervigilance. Anxiety that seems to have no clear source. Even when the mind forgets, the body remembers. I stopped being surprised by how hard healthy relationships felt. The quiet battle most people never see begins later, when someone who learned to survive tries to build a partnership. True partnership can feel foreign when you were taught that love requires self-abandonment. Safety can feel suspicious. Being chosen for who you are, not what you provide, can feel almost unbearable at first. I stopped minimizing the loss that comes with clarity. There are not many people who truly understand this struggle. It hurts to realize that some of the people closest to you never wanted you to win. They wanted you to stay small, stay quiet, stay loyal to the version of you that made their lives easier. I stopped believing that speaking the truth would fix the past. It does something far more important. It frees you from repeating it. This year, for the first time, I stopped dreading the holidays. I stopped rehearsing conversations that never happened. I stopped bracing for disappointment. I did what made me happy. I spent time with people who wanted what was best for me, not what was safest for them. And who knew it could be this simple. Not easy. Simple. I stopped waiting for permission to choose myself. Healing is not about confrontation or closure. It is about choosing yourself without apology. It is about surrounding yourself with people who celebrate your growth rather than fear it. It is about building relationships that do not require you to disappear in order to belong. The greatest shift for me this year was realizing that peace is not something you negotiate. It is something you protect. When I stopped betraying myself to maintain false harmony, something remarkable happened. The right people stepped closer. The wrong ones fell away. And for the first time, my nervous system got to rest. That is what I finally stopped doing in 2025. Not fixing the past. Not winning old battles. But abandoning myself to be loved. Follow me on Facebook , Instagram , LinkedIn , and visit my website  for more info. Read more from Christopher A. Suchánek Christopher A. Suchánek, Founder, Chief Strategy Officer, and Speaker Chris Suchánek is the Founder and Chief Strategy Officer of Firm Media, an award-winning national marketing agency specializing in helping plastic surgery, oral surgery, and med spa practices thrive. With over 25 years of experience spanning the entertainment and specialty medical sectors, Chris has worked with iconic brands like Warner Bros., MTV, and EMI Music, earning international acclaim, including a Grammy Award with Brainstorm Artists International.