Why this practice?
Structured feedback improves clarity and safety (Feedback Models Research).
What is it?
1 thing you appreciated, 1 area to tweak, 1 encouragement.
How to use it
Use in peer reviews or mentoring.
Keep it short and kind.
Closing thought
Feedback should feel like a gift.
Why this practice?
Recognising progress boosts motivation and self-worth (Positive Psychology).
What is it?
A moment of success that wasn’t externally acknowledged.
How to use it
Reflect on the past month: what quiet win are you proud of?
Write a short note of celebration to yourself.
Consider sharing it with someone safe.
Closing thought
Validation doesn’t need to be loud to be real.
Why this practice?
Gratitude enhances wellbeing and work relationships (Greater Good Science Center).
What is it?
A letter of thanks to someone who impacted your career.
How to use it
Write freely.
Deliver or read it aloud if safe.
Save a copy for tough days.
Closing thought
Gratitude is fuel for connection.
Why this practice?
Setting boundaries increases psychological safety during transitions (Harvard Business Review, 2018).
What is it?
A short set of rules for trying new career paths safely.
How to use it
Define your red lines (e.g. financial limits, time per week).
Revisit and revise as needed.
Closing thought
Structure sets your creativity free.
Why this practice?
Courage grows through small, consistent acts (Brené Brown, 2018).
What is it?
A deliberate risk or stretch aligned with your career hopes.
How to use it
Choose something uncomfortable but safe.
Debrief afterwards: what did you learn?
Closing thought
Bravery isn’t the absence of fear, it’s acting alongside it.
Why this practice?
Small-scale testing helps reduce fear and build confidence in trying new directions (Ries, 2011).
What is it?
A micro project or experiment to test a new career idea with low risk.
How to use it
Pick an idea: a new role, skill, or task.
Commit to trying it for a set time—e.g., a weekend project or volunteer role.
Reflect on what you enjoyed, learned, or want to avoid.
Closing thought
You don’t need a leap, try a step.
Why this practice?
Focusing on control builds psychological safety in uncertainty.
What is it?
Listing what you can and can’t influence in a transition.
How to use it
Draw two circles: “influence” and “out of my hands.”
Focus actions on the inner circle.
Closing thought
Energy follows attention. Put it where you have power.
Why this practice?
Flattening hierarchy during discussions boosts psychological safety and participation (MIT Sloan Management Review).
What is it?
A practice where everyone speaks without titles or roles influencing the conversation.
How to use it
Set up a topic-focused roundtable.
Ask participants to contribute as equals.
Use timers or talking pieces to ensure equity.
Closing thought
When all voices count, better ideas surface.
Why this practice?
Perfectionism increases anxiety and slows progress. Choosing feedback instead builds psychological safety and continuous learning (Harvard Business Review).
What is it?
A mindset shift from flawless execution to open learning through feedback.
How to use it
When completing a task, ask for input, not approval.
Frame feedback requests as opportunities to grow.
Thank the giver and reflect on their insights.
Closing thought
Progress needs imperfection. Choose growth over fear.
Why this practice?
When leaders ask for help, it signals that vulnerability is safe (Google’s Project Aristotle).
What is it?
Openly requesting assistance or collaboration.
How to use it
Say: “I could use a hand with this, who’s available?” Appreciate the support you receive.
Closing thought
Needing help isn’t weakness. It’s human.
