Why this practice?
Awareness shapes how we lead, collaborate and recover (Self-awareness Frameworks).
What is it?
Noticing whether you default to urgency, perfectionism, people-pleasing or avoidance.
How to use it
Journal or reflect at week’s end.
Choose one moment to try a different mode.
Closing thought
Default is not destiny.
Why this practice?
Saying yes too often leads to overload and regret (Psychology Today).
What is it?
A habit of noticing when and why you say yes.
How to use it
Keep a “yes log” for 7 days.
Note the feeling behind each yes.
Reflect weekly.
Closing thought
Noticing is the first boundary.
Why this practice?
Daily check-ins build self-awareness and reduce overwhelm.
What is it?
A 3-question reflection: What happened? How do I feel? What do I need?
How to use it
Write or speak the answers aloud before bed.
Closing thought
Even in chaos, reflection makes space for calm.
Why this practice?
Naming emotions lowers their intensity (Lieberman et al., 2007).
What is it?
A practice of acknowledging your feelings without judgement.
How to use it
Each day, ask: “What am I feeling right now?”
Use specific words: anxious, hopeful, sad, relieved.
Closing thought
Naming doesn’t fix, but it frees.
Why this practice?
Work becomes sustainable when it gives back energy. Recognising those moments increases motivation and self-awareness.
What is it?
Mapping the moments when your work felt energising and joyful.
How to use it
At the end of each day, write one moment you felt “alive” at work.
After 2 weeks, identify patterns.
Shift your tasks or goals to include more of these.
Closing thought
Your energy is feedback. Follow what fuels you.
Why this practice?
Self-awareness of energy cycles helps optimise scheduling.
What is it?
A simple daily tracker to spot when you feel most energised.
How to use it
Rate your energy at regular intervals for a week.
Identify your peak zones.
Align key tasks with those periods.
Closing thought
You don’t need more hours. You need better timing.
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?
Ignoring emotions limits connection. Acknowledging them builds trust (Susan David, Emotional Agility).
What is it?
Letting people share how they feel.
How to use it
Begin with: “How are you feeling about this?” Don’t fix, just listen.
Closing thought
Feelings aren’t problems. They’re signals of what matters.
Why this practice?
Emotional acknowledgement reduces stress and builds empathy (Marc Brackett, Yale Center for Emotional Intelligence).
What is it?
A moment in meetings to name how people are feeling.
How to use it
Ask: “What word describes how you’re feeling today?” Model honesty.
Closing thought
Emotions named are emotions held and held together.
Why this practice?
Self-awareness supports emotional regulation and allows others to support you (Emotional Intelligence, Daniel Goleman).
What is it?
Naming your own stress behaviours.
How to use it
Say: “When I’m overwhelmed, I get quiet, if you notice that, check in.” Invite others to share theirs.
Closing thought
Knowing yourself makes it safer for others to know you.
