Why this practice?
Not all meetings drain you equally, spot patterns.
What is it?
A weekly log of meetings that leave you tired or energised.
How to use it
After each meeting, note energy impact.
Look for themes: topic, people, time?
Adjust participation or format.
Closing thought
Time spent isn’t equal, protect your high-energy zones.
Why this practice?
Defining preferences sharpens career focus and supports intentional decision-making (HBR, 2022).
What is it?
A running list of things you want more of—and less of—in your next role.
How to use it
After any meeting or task, write “I want more of this” or “less of that.”
Review weekly for emerging themes.
Use it to vet future roles and projects.
Closing thought
Clarity grows one honest note at a time.
Why this practice?
Clear boundaries foster wellbeing, trust, and performance (Brené Brown).
What is it?
Defining what you need to function at your best.
How to use it
List 3 non-negotiable habits (e.g., sleep, lunch break, no meetings after 5).
Communicate them to your team if needed.
Honour them as you would any priority.
Closing thought
Boundaries are not barriers, they are foundations for success.
Why this practice?
Improvisational thinking strengthens collaboration and trust. “Yes, and…” acknowledges others while building on their ideas (Journal of Positive Psychology).
What is it?
A verbal practice from improv theatre that fosters openness.
How to use it
In meetings or chats, respond to ideas with “yes, and…”
Expand the idea or offer a connected contribution.
Avoid “no, but…” unless necessary.
Closing thought
Inclusion starts with language. “Yes, and…” invites others in.
Why this practice?
Back-to-back meetings increase stress and decision fatigue (American Psychological Association).
What is it?
Adding short breaks between calls or sessions.
How to use it
Block 5–10 minutes between meetings.
Use the time to stand up, breathe, or reset.
Respect the pause, no catch-up tasks.
Closing thought
Space is not wasted. It’s what allows recovery.
Why this practice?
Uninterrupted time improves cognitive performance (Cal Newport, Deep Work).
What is it?
Blocking mornings for focused, high-value tasks.
How to use it
Designate certain days or hours as meeting-free.
Communicate with your team about your availability.
Use this time for deep or strategic work.
Closing thought
Protecting your mornings is an act of self-leadership.
Why this practice?
Idle time improves creativity and reduces stress (Harvard Business School, 2020).
What is it?
Unscheduled time with no agenda, just space to breathe or think.
How to use it
Block short gaps between meetings.
Resist filling every moment with input.
Use white space to reset or reflect.
Closing thought
Your best ideas often hide in your quietest moments.
Why this practice?
Async work improves deep focus and suits diverse work styles (Doist, 2023).
What is it?
Working and communicating on flexible timing rather than real-time.
How to use it
Shift non-urgent conversations to async channels.
Set response-time expectations.
Batch real-time meetings to protect deep work.
Closing thought
Great teams don’t need to be always on, just always aligned.
Why this practice?
Transparency prevents overload and builds mutual trust (MIT Sloan, 2022).
What is it?
Making tasks and capacity visible to the team.
How to use it
Use a shared tool or board (e.g., Trello, Notion).
Review weekly: who’s doing what, and how are they feeling?
Rebalance if needed, collaboratively.
Closing thought
Workload equity isn’t luck , it’s a shared commitment.
Why this practice?
Always-on culture increases stress and decreases productivity (Harvard Business Review, 2020).
What is it?
Team-wide agreements on when not to message or expect replies.
How to use it
Discuss boundaries during meetings.
Set shared offline hours (e.g., 6 p.m. to 8 a.m.).
Include in email footers or team guidelines.
Closing thought
Respecting rest is part of working well.
