_{A Monthly Newsletter: May 2024}

One of the most common issues I hear from leaders that I speak with, is the overwhelm they feel in trying to deal with multiple issues at work and at home. It is too much. The head space is not available, and they end up spinning as they battle with actions, decisions and where to focus effort next. But it is not always clear how this can be addressed or why it is so hard to overcome.

In this newsletter, I have been reflecting on the contributing factors to feelings of ‘overwhelm’ and what the root causes may be.

When I first discuss these challenges with clients, frequently, the volume of work is excessive, but the tasks are manageable. A cycle then builds of frustration from undertaking the same things repeatedly, leading to procrastination from disinterest in the task, and then work building up.

Conversely for some, the tasks may be difficult to do, so they put them off and fill their time with other, less challenging items, so the overwhelm builds differently as the big jobs do not go away.

Whatever the reason, it can be exhausting and lead to anxiety from both the pressure to deliver work and to be available for out of work commitments.

Through my discussions with clients, what becomes clearly evident, is that often this is not a new issue for the individual. They have usually tried lots of different approaches in the past such as time management tools, calendar scheduling and planners. They may have been partially successful but the overwhelm has not reduced. Something else is preventing the individuals from tackling the issue fully.

I have observed that these frequently come down to a few common themes:

1. Perfectionism – wanting to do everything themselves and ensuring it is perfect, ensures they always have a high unattainable workload. Demonstrating how ‘great’ their work is and how valuable they are to the organization. Trying to do less than ‘perfect’ work is unthinkable and so they continue with the excessive workload.

2. Self worth – (often connected to perfectionism) having so much work to do reinforces their importance in their role and organization so there is no incentive to reduce it.

3. Control – wanting to oversee everything and be in the weeds, (where it is familiar) when they should be taking a helicopter view and moderate their input to match. *Frequently this shows up with individuals that have moved into a more senior leadership role.

4. Not wanting to ask for help – they are not used to requesting support, as they may perceive it as ‘failing;’ handing off tasks onto valued colleagues or being perceived as ‘special’ ahead of others by needing support, is uncomfortable for them.

So, what can you do about it?

The first step in dealing with the overwhelm is understanding the underlying issue before you attempt to tackle the ‘outcome’ of overwhelm. Once you are able to see the likely cause, then it is time to put actions in place…..some suggestions on how to do this are below.

• Practicing delegation can help to reduce the need for control. Start small, if this sounds terrifying to you! Evaluate what can be handed over (low risk) and test out your team member’s ability to undertake the work. Note how this process evolves. What worked well? what could be better next time?

• Practice asking for help from those around you. Often we don’t take full advantage of assistants, colleagues and peers. Who could add value to your work (creating a better product/outcome) and help reduce the burden on you?

• Grow self worth in other areas of your life (so work becomes a less important element.) - you can do this through developing other interests, hobbies, volunteering your time and formal education.

• Allow yourself to make mistakes. Reframe negative self talk and focus on positives and what you have already accomplished. Stick to ‘facts’ rather than the ‘stories’ you might be telling yourself.

Final Thoughts

It can be tempting to look around and blame others for our feelings of overwhelm (our boss, organization, team, family.)

Once we acknowledge the issue as our own, we can then recognize how we're likely undermining our own efforts to alleviate the overwhelm.

With this awareness comes the understanding that altering the current state of affairs will demand deliberate effort, disciplined practice, and patience to prioritize long-term change in our approach.

And all of this starts with the right mindset, supporters and guides by our sides….

ps. When you’re ready…..I help leaders and teams through 1:1 coaching, training, facilitation and operations guidance. Reach out for a complimentary intro call

Workshops, Webinars and Training for your Team - The list for 2024!

• Resilience – Being knocked down and getting back up without losing energy and maintaining self belief.

• Manager to Leader Transition – How to get comfortable not knowing how to do the job well, without losing credibility and building your reputation.

• Team Effectiveness and Productivity – How to prioritize work, deal with multiple demands and develop tools and strategies to manage overwhelm…

• Executive Presence – What is it and if you want to grow this, how do you get it?

• Leading a New Team – Taking on a new team that is disengaged, low performing and resistant to being led. How to embrace these challenges and turn the team around!

What my clients have to say!

Virtual Group Coaching - Coming Soon!!!

If learning and sharing experiences with others is more your thing, then my group coaching program could be the answer!

Monthly 1hr sessions dig into a leadership and career development topic of interest. This new program starts in June - and will run every first Tuesday of the month, between 7-8pm EST. To find out more, and to get your name down to secure your spot - RESERVE MY PLACE here!

No idea what the benefits of group coaching are? I have compiled a handy list below for reference, but do reach out to me directly if you have any reservations or concerns about what it entails. I would be happy to answer your questions.

• Shared wisdom of the group

• Working toward common goals

• Fixed timings that are easier to manage and plan around

• Development of support and trust within the group

• Heightened emotional intelligence

• More affordable value

Q&A - Group Coaching

1. When are the sessions taking place? – The first Tuesday of the month 7-8pm EST.

2. How often are the sessions? – 1 session every month.

3. How many people can I expect to be in the group? – Up to 8 people could be in attendance.

4. Is this virtual or in person? – All sessions are virtual, over zoom.

5. What kind of topics will be discussed? – A range of leaderships topics that change each session. Examples would include delegation, managing the ups and downs as leaders, growing executive presence.

6. Do I need to do any preparation in advance of sessions? – No preparation is needed.

7. How much are sessions? – Your first session is free, so you can experience it before committing. After that, the investment is kept affordable at $33/session and payments are made on a quarterly basis.

8. How long is the program for? – The program is ongoing, without an end date. Participants can continue for as long as they choose, but we do ask for a 6month commitment to start with.

9. Are the sessions confidential? – Yes, all sessions are confidential and are not recorded.

10. Do I need to have experienced coaching before to participate? – No, you do not need to have received coaching before to participate.

11. What happens if I need to cancel? You will be asked to pay for any sessions already attended. If there are outstanding sessions left within a quarter, at management discretion a refund may be offered.

To find out more and to reserve your spot, use the link below.

Referring Someone in Your Network to Executive Coaching or Team Coaching Support.

It makes sense that you trust your colleagues and friends to provide great professional contacts. So, if someone in your network could use coaching support, please introduce us!

I’m very grateful for everyone who connects me with their colleagues and friends. Thank you!

Emma