With exam season kicking off this month, it can be an extremely overwhelming and pressured time for students. Dee France, Thrive’s Wellbeing Lead, shares her advice on handling exam stress and anxiety  It is a perfectly normal experience to feel worried and stressed when faced with impending exams or any type of performance situation.  A healthy and ordinary amount of stress can even be good for you, giving you the motivation to push through and keep you focused. However, when worry, self-doubt, fear of failure and the pressure to perform well become too intense, they can interfere negatively with exam preparation and performance.  As feelings of stress push past optimal levels, it can have a devastating effect on our concentration, and our ability to learn, remember and demonstrate what we know.  Causes of exam anxiety  To effectively manage anxiety, it is important to understand why you are feeling this way. There are many variables that may contribute to and relate to these feelings:  Past experience with exams;  Poor preparation, inexperience undergoing exams and unfamiliarity with exam and study techniques;  Poor self-care, such as bad sleep habits, unhealthy eating, lack of exercise and limited relaxation time; Intrusive and unhelpful thinking patterns such as saying to yourself, “I can’t do this” or “I’m going to fail”;  Strong sense of failure; or  Extreme pressure to achieve placed on you by yourself or others. Tips for handling exam anxiety  How you spend your time leading up to your exams can have a huge knock-on effect on your anxiety and stress levels.  Routine  Essential to managing anxiety and stress when faced with exams is creating a study routine early in the year as opposed to haphazardly cramming a year’s worth of learning into a few days.  Design a study schedule and map out how you will spend your days.  Schedule your study time in short, succinct time blocks with a 10-minute break for every hour.  It is important to have a hard stop each evening to allow some time to unwind, and block out a day each week that is revision free. By carving out a comprehensive and realistic schedule, you will focus better, feel in control and be less likely to procrastinate.  Being prepared will help you feel more relaxed and confident and goes a long way to easing stress levels and keeping your nerves in check. Mind and body  When we are busy, other parts of our life can be easily neglected, and we can forget to take care of ourselves.  When it comes to managing anxiety and stress, nourishing your mind and body should not be underestimated.  It is important not to push yourself too hard or overlook your needs.  Regular exercise, eating well and sleeping properly are some of the most effective stress relievers at our disposal and are essential for being at our best physically, mentally and emotionally.  Incorporating fundamental self-care practices into your study routine can ease the pressure of trying to balance your time with other vital activities. Relax  To relieve symptoms of anxiety and stress, practise deep breathing or other relaxation techniques such as progressive muscle relaxation or yoga to help calm the body, alter the body’s response to anxiety and release tension.  In general, relaxation techniques are about refocusing your attention and increasing awareness in the body. It is a good idea to engage in these activities when you are relaxed and practise regularly to reap the benefits.  Ask for help  If you are overwhelmed by upcoming exams, you might find it helpful to share how you are feeling.  At Thrive, we witness a spike in students contacting our services at this time of year regarding exam stress and anxiety, which is one of the most common concerns students are dealing with.  Thrive is the Institute’s dedicated well-being hub, which is freely accessible to all students.  The hub provides a wide range of services tailored to our students' well-being, such as wellness coaching and professional counselling. All services are delivered in complete confidence and are available at any stage of your journey with the Institute.  For more advice or information, check out Thrive’s dedicated wellbeing hub.  Alternatively, you can contact the Wellbeing team by email at: thrive@charteredaccountants.ie or phone: (+353) 86 0243294

On the last Friday in April, Ireland sees National Workplace Wellbeing Day take place. The purpose of National Workplace Wellbeing Day is to raise awareness of the importance of wellbeing in the workplace at a national level, to educate all stakeholders and help employers evolve and excel in their wellbeing strategies. But what is workplace wellbeing?  Generally speaking, it means promoting wellbeing at work and empowering staff with the knowledge and tools to be proactive in boosting and protecting their own wellbeing. Corporate wellbeing programmes are becoming more and more popular. Once seen as an added perk for employees, they are now becoming an integral part of the business agenda. However, new research from University College Cork (UCC) and Munster Technological University (MTU) found that while 76% of the employers said they see employee mental health and wellbeing as their responsibility, a whopping 80% are not investing in workplace mental health. No matter where employees are situated, how small or large a firm it is, it’s important to foster a culture of good wellbeing to positively influence both employees and the company. Fostering a culture that places importance on employees mental health and wellbeing can help prevent work induced stress and create a positive and healthy work environment where employees and the company can thrive. On average, we spend a third of our adult life at work. That is a significant amount of time and how we feel about work has a big impact on our day, life, home, and on our general happiness. Another study carried out by HR Buddy found that 9 in 10 workers feel their work negatively impacts their mental health & wellbeing.  Mental health related illnesses are one of the most common reasons for long-term absence, and it is estimated 1 in 5 employees have missed work due to stress, anxiety or depression.  Employee stress and ill mental health can directly impact levels of absenteeism, presenteeism and reduced performance - all at a high cost for employers and adversely affects business performance. As a result, implementing wellbeing initiatives and strategies should be seen as a key business driver. Businesses have a duty of care to employees both physically and psychologically and employers hold a responsibility for the wellbeing of their staff. There is a wealth of evidence that points to a positive correlation between workplace wellbeing and improved business KPI’s. Fostering a culture of good wellbeing not only produces a happier workforce, the benefits to the company are just as happy: Improvement in staff productivity and engagement Can help with staff retention Increase in employee morale Reduction in absenteeism Stronger employer brand and reputation A resilient workforce Increased profits A recent global wellbeing survey by Aon points to these positive outcomes. The survey showed that companies that improve employee wellbeing by 4% see a 1% increase in company profits and a 1% decrease in employee turnover. In recent times, our collective interest in health and wellbeing has expanded and the role and value of workplace wellbeing is recognised more than ever. The new era in our working lives has proven how fundamental employee wellbeing is to company resilience and creating a healthy workplace is something employers are becoming much more aware of. National Workplace Wellbeing Day is a great starting point and opportunity for organisations looking to promote the wellbeing of employees.   Evidence suggests there is a holistic and cyclical effect of promoting wellbeing in the workplace both for employers and employees. Therefore, companies should take the steps to support employees and demonstrate their commitment to promoting positive mental health. Like most workplace initiatives in order for it to be successful, leadership buy-in is essential. This obstacle has been cited as one of the biggest barriers to implementing workplace wellbeing strategies. By linking employee wellbeing with success metrics, increased business performance and clearly demonstrating how it will positively impact all aspects of the business is a sure way to ensure clear, consistent and visible support from the top down.   There is a plethora of ways how a culture of workplace wellbeing can be embedded into an organisation through internal policies and offerings. The most popular strategy is an employee assistance programme, however there is a wealth of additional supports employers can put in place. For example, some organisations run employee wellbeing events such as mindfulness or exercise classes, a no meetings Fridays’ policy, provide mental health training for managers and employees to identify signs of mental stress, offer flexible working arrangements, promote a culture that fosters a healthy work-life balance, and raise awareness of mental health challenges within the workplace. If you would like more advice or assistance on wellbeing whether an employee or an employer, the Thrive Wellbeing Hub provides counselling, wellbeing coaching, information, advice and lots more to all members of the Institute.  You can contact the Thrive wellbeing team by email at: thrive@charteredaccountants.ie or by phone: (+353) 86 0243294.

The term emotional intelligence is something we hear a lot of these days and has become a buzzword of sorts in the wellness space. However, it is a critical skill and its importance on our wellbeing, work performance and interpersonal relationships shouldn't be underestimated. Emotional intelligence is defined as the ability to identify and regulate one's emotions and understand the emotions of others. Here, we look at emotional intelligence, its impacts, and how to develop and improve it. Characteristics of emotional intelligence Essentially, emotional intelligence is being aware of our emotions, how they drive behaviour and impact ourselves and others (negatively and positively). Some experts even believe that it is more important in determining life success than IQ. There are certain traits and key signs associated with emotional intelligence. Some include: An ability to identify and describe how you and other people are feeling Self-confidence and acceptance Being able to accept and let go of mistakes and move on quickly Acceptance and embracing of change Feelings of empathy and concern for others Being sensitive and astute to others’ feelings and emotions Being able to manage emotions in difficult situations or within conflict The 5 elements of emotional intelligence According to psychologist Daniel Goleman, who popularised the concept, there are five components to emotional intelligence. Self-awareness Self-awareness is considered the core foundation of emotional intelligence. Strong self-awareness is recognising and understanding your emotions, knowing why you are feeling a certain way and acknowledging their impact on you and others. It is also about knowing your strengths and weaknesses, what your values are and having a strong moral compass. Self-awareness is a key skill in managing our wellbeing too, it helps with decision-making and helps you instinctively make the right choices for you. Conversely, it is suggested those with lower EI exhibit uncontrolled and misunderstood emotions which can heighten their susceptibility to a host of mental health concerns such as stress, anxiety, and depression. Self-regulation Once you have an awareness over your emotions, the next step is being able to manage and regulate your emotions – particularly the negative ones. This is not to be misconstrued as bottling up or hiding your true feelings. Self-regulation is about expressing yourself appropriately. It is one’s ability not to act impulsively or hastily based on emotions, steady self-regulation allows us to reduce how intense our emotions and reactions are. Motivation The next element is the ability to motivate, not only yourself but others too. Motivation is the drive to improve ourselves, set standards and expectations for ourselves and our desire to achieve. This type of motivation goes beyond external rewards though, it is based on a desire to fulfill inner needs and goals. In a work setting, those who are highly motivated tend to be action-oriented, always looking for ways to do things betters, are very committed, and like to take the initiative. Empathy Being empathetic is another key foundation of good emotional intelligence. An important interpersonal skill, empathy is having an understanding of others’ thoughts, feelings and emotions and respecting their point of view. Empathy for others can help foster stronger relationships and is especially vital in the workplace as it is integral to understanding workplace dynamics, influences and how different situations can be interpreted. It can also guide the interactions we have with different people we encounter daily. Social Skills The final element in the emotional intelligence concept is social skills, which is the ability to properly manage others’ emotions, and the ability to connect, interact, influence and work with a range of people effectively. Having strong social skills allows people to build strong and meaningful relationships. In work settings, people can benefit from effective social skills as it allows us to develop strong rapport and trust. In emotional intelligence, social skills include active listening, verbal communication skill, non-verbal communication skills, leadership and persuasiveness. Take a look at our Communicating with impact webinar to learn more about building these key communication skills. Developing our emotional intelligence Emotional intelligence infiltrates all aspects of our lives and is essential for understanding ourselves as well as how successful we are in navigating our social world. Research has found being emotionally intelligent is associated with professional success, financial security, fulfilling and meaningful relationships, increased life satisfaction as well as better overall physical and mental health. While some tend to be more naturally adept, the good news is that these skills can be learned, developed, and strengthen over time. Here are some ways you can strengthen your emotional intelligence. Know yourself – Practice and develop your own self-awareness by becoming more in tune with your emotions and your emotional reactions and responses. Knowing what and how you are feeling can help you identify and process your emotions and strengthen your ability to communicate them in a healthy way. To strengthen your awareness, make a note of when you are experiencing strong feelings, what made you feel that way, and if there were any adverse reactions to those feelings. Communicate and listen – Strong communication skills are essential for developing emotional intelligence and crucial for building strong relationships. Work on communicating openly and be willing to share your own feelings. People communicate verbally and non-verbally, so it is helpful to actively listen and observe reactions.  Active listening involves listening with all senses and paying full attention to the speaker. To develop this skill try nodding along, asking questions or repeating points they have made to show you are listening and understand what the speaker is saying. Empathy – Be mindful of how others may be feeling. While you may not feel that way or have a differing stance in a situation, being empathic means you can imagine yourself in someone else’s position and can acknowledge how and why they may be feeling a certain way. To build empathy, take the other person’s feelings into consideration in a way that is respectful and comforting to the other person. The Thrive Wellbeing Hub provides free practical and emotional support to members, students and family members. We offer a confidential space for you to talk, whether you need a listening ear, wellbeing advice or professional counselling, we are here for you. You can contact the thrive wellbeing team by email at: thrive@charteredaccountants.ie or by phone: (+353) 86 0243294

There are many reasons why our confidence can falter. Dawn Leane explains how we can overcome our self-doubt and silence our inner critic so we can achieve our goals In the workplace, being confident means feeling self-assured and believing we are capable of achieving our objectives. We often think that confidence is intrinsic; we either have it, or we don’t. In fact, our relationship with confidence is more likely to be influenced by our conditioning, life experiences and environmental factors. Handling feedback Confidence is one of those words that often triggers an emotional response in us, particularly if we struggle with it. We’ve all had an experience where we make a proposal or suggestion and have it critiqued. If we work in a psychologically safe environment, we take feedback from colleagues and leaders at face value. We appreciate the input and guidance and trust that the motivation is to help us refine and improve the idea. However, if the environment is not psychologically safe, we are much more likely to receive such feedback negatively. Perhaps we perceive it as criticism, a chance to settle a score or ‘mark our card’. This is especially true when our work is deeply personal and connected to our values and sense of self. In this situation, it can be hard to avoid internalising or personalising feedback—and when we do, it has the potential to erode our confidence. Limiting beliefs While our environment is hugely significant in determining our level of self-assurance, we are also influenced by our own limiting beliefs. A limiting belief is a state of mind or belief we think to be true, but one which will limit our potential. A limiting belief could be about you, your relationships with other people, or with the work environment. Self-limiting beliefs have the greatest potential to negatively impact our ability to achieve our full potential and are usually developed in response to our experiences, and because we are shaped by these limiting beliefs, we then go on to adopt behaviours that reinforce them. While many of our beliefs are formed as we grow up, we can develop new ones as we grow. Our inner critic Everyone has a voice in their head that reinforces their worst fears – an inner critic. The voice may be a whisper, or it may be so loud that it paralyses us. The voice holds us back from trying new experiences and rubs failure in our faces. It is possible to let go of limiting beliefs and tune out the inner critic, however. People can develop new ways of thinking and behaving that can help to create a positive narrative for themselves. To help silence your inner critic and build your confidence, there are several steps you can take: Identify any self-limiting beliefs and the behaviours that have resulted from them; Consider where these beliefs might have come from; Reflect on instances where these beliefs have been shown to be incorrect; and Decide on new behaviours to replace the limiting beliefs, then practice and reinforce them After acknowledging a self-limiting belief when it occurs, learn to replace it with something else. Carol Dweck, Professor of Psychology at Stanford University, has a simple but effective solution: add the word ‘yet’ to any limiting belief. For example: ‘I don’t have much experience at public speaking… yet.’ By adding ‘yet’, it allows you to acknowledge your shortfalls while also identifying that you are actively working on correcting it. Finding confidence Being a self-assured person without doubt is a lofty goal and probably not a realistic one. Acknowledging your limiting beliefs and working on silencing your inner critic is important, however. Your confidence will rise and you will be far more likely to achieve your objectives no matter the environment. Dawn Leane is the Founder of Leane Leaders

Work to achieve parity in the workplace is often assigned to women, but research shows that when men advocate for equity, everyone wins, says Andrea Dermody Gender equality issues are nothing new in the boardroom. Grant Thornton’s 2022 report Women in Business: Opening the door to diverse talent revealed that just 33 percent of senior leaders globally are female. Time and again, research shows that the more diverse a company, the better its performance. So perhaps it’s time to shift the focus and consider how men can play their part in the pursuit of parity. Men as allies Too many organisations still miss the mark on gender balance efforts by focusing gender initiatives solely on what women can do to level the playing field—or, at best, inviting men to attend diversity and inclusion events designed for women. An alternative drive towards ‘allyship’ is, however, steadily gaining pace. For men, this is about acknowledging and using their privilege to help others. When they do, they can help to share knowledge, break down barriers, and promote equal access. Why allyship matters Notably, the more women occupying a seat in a company’s C-suite and corporate board, the better its sustainability, corporate social responsibility, and business performance. With this in mind, having men as allies should be a business imperative. Empowering men is one pathway towards allyship. Male allies can help advocate for women’s voices to be heard, and that commitments to equity and inclusion are taken seriously. But believing in the cause is only part of the equation. Men must actively work to achieve it.  Grant Thornton’s 2022 research suggests male allies can support progress towards gender parity among senior leadership in several impactful ways, from exerting influence to change behaviours in their circles to facing down sexist behaviour and supporting and encouraging female colleagues. The result is reciprocal reward. The business performs better, and male allies experience personal growth, broaden their network, and, most importantly, experience the associated benefits of a unified, energised and collaborative team. Allyship is a verb, not a noun For men, the message is clear: you must take action. W. Brad Johnson and David G. Smith, authors of Good Guys: How Men Can Be Better Allies for Women in the Workplace, offer five ‘rules to live by’ for men who aspire to better ally behaviour in the service of promoting tangible gender equity in the workplace: Allyship is a journey, not a destination. Nobody ever “arrives” as an ally. Allyship is with, not for. Make your ally actions collaborative.  Allyship perpetuates autonomy, not dependence. You must hold yourself accountable for the net outcome of your ally behaviour. Allyship is about decentring, not standing in the spotlight. Speak less, hand the mic to women with key expertise, and structure projects, so women gain credit.  Allyship is critical to improving the status quo. Examine longstanding practices that perpetuate systemic inequities. Overcoming barriers  Allyship is growing trend, as is training in this area, but there is a gender gap in the perception of what success here means. Research shows that women and other underrepresented groups see less evidence of measurable workplace change than men. In short, men are essentially worse allies than they think. In this no-holds-barred report released in 2018 by the Harvard Business Review, the authors also suggest there can be a cost to men who act as allies. The authors describe the ‘wimp penalty’ of allyship, where men who advocate for female colleagues are seen as less competent by both men and women.  Finding the balance Barriers aside, it’s clear from the evidence that progress towards gender balance in senior leadership is accelerated when men act as allies. The more positive interactions men have with women in professional settings, the less prejudice and exclusion they tend to demonstrate. Here are some practical suggestions for closing the allyship gap: Make allyship an organisational value and priority: ensure senior leaders can talk clearly about the importance of allyship as it connects to core business outcomes, demonstrating how they value it personally and in their business. Listen and collaborate: demonstrate generous listening, show that you understand, and take meaningful action. Move from awareness to action: consider actions and techniques to overcome, challenge, disrupt, and prevent these behaviours and inequities. Create a community of allies who share and grow: allyship is not a ‘one-and-done’ process. Allow your communities to continue to learn and develop the skills they need to support the women in your organisation. There is a role for allyship to play in gender parity efforts. Ensuring that men are given a dignified, respectful role in becoming allies will bring wide-ranging benefits associated with a truly inclusive team. And then everyone wins. Andrea Dermody is a diversity and inclusion consultant, speaker and coach at Dermody

Burnout is a term we hear a lot of it when dealing with workplace stress and is a pressing issue for employees and students alike. Prolonged or severe workplace stress can lead to burnout. Here we discuss what burnout is and how we can deal with it to regain balance and begin to feel hopeful again. What is burnout? Burnout is a relatively new concept with the term first coined in 1974 by psychologist, Herbert Freudenberger. It is defined by the World Health Organisation (WHO) as “a syndrome conceptualised as resulting from chronic workplace stress that has not been successfully managed. It is characterised by three dimensions: feelings of energy depletion or exhaustion; increased mental distance from one’s job, or feelings of negativism or cynicism related to one's job; and reduced professional efficacy.” In 2019, burnout was recognised by the WHO as an ‘occupational phenomenon’. Feelings of burnout typically occur when you are overwhelmed at work and feel as if you can no longer keep up with the demands of the job. A 2022 large-scale study by Workhuman and Gallup found that employees in Ireland are suffering from burnout and stress more often than our European counterparts with 3 in 10 employees in Ireland reporting being burnt out very often or always. The same research found employees in Ireland are the most likely to report being stressed with 6.5 in 10 saying they experienced stress ‘a lot’ the previous day. We spend most of our waking life at work, so if we dislike it, dread going, and are extremely dissatisfied with what we are doing, it can place a serious toll on our lives. However, it is more than just the ‘Sunday Scaries’. Burnout is a gradual process and if left unaddressed can lead to many far-reaching and serious consequences. Therefore, it’s important to deal with burnout at an early stage. The burnout stages As mentioned previously, burnout isn’t a sudden onset, it develops gradually over time with symptoms and signs increasing in intensity. Research has identified that these 5 stages (outlined below) are commonly observed.   The Honeymoon Stage- this usually occurs at the start of a new job or project where productivity, optimism, energy and job satisfaction are high. Onset of Stress – like all honeymoon periods, these feelings begin to dwindle and wane. This stage is where we consciously become aware of work stressors. Chronic Stress – this stage is where we notice a marked difference in stress levels and intensity on a more frequent basis. Burnout – this is where we begin to reach our capacity limit and can longer function like we normally would. Work and its issues begin to consume you and you tend to experience serious self-doubt and symptoms become persistent. Habitual Burnout – If left untreated, burnout can become embedded into our daily lives and we experience chronic mental and physical exhaustion and adverse behavioural changes. Symptoms of Burnout These are the signs to look-out for if you think you are reaching burnout. Symptoms of burnout are wide-ranging affecting us physically, emotionally and behaviourally. Getting sick more often - Burnout can cause long-term changes to your body, weakening immunity that makes you increasingly more vulnerable to illnesses like colds and flu. Frequent headaches, muscle pain, or gastrointestinal issues – caused by prolonged stress and being in fight or flight mode constantly. Pattern and habit changes – such as sleep issues or loss of appetite. Feeling tired and drained all the time – regardless of how much rest you get. Concentration issue due to overload. Low mood – loss of motivation, having an increasingly cynical/negative outlook, feeling detachment and withdrawing from others. Feeling helpless, trapped, and defeated. Procrastinating on tasks and duties and retreating from responsibility. Skipping work, arriving late and leaving early. Coping Strategies Early intervention is key for preventing burnout and reaching the latter stages of burnout. Burnout is a risk factor for other serious diseases such as depression, heart attacks, stroke, osteoporosis, diabetes, and reduced life expectancy. The good news is we can bounce back from burnout. But what can you do to avoid reaching total burnout? Take the time off work you need to recharge and assess your situation. Speak with your manager or HR department about your workload, how and what you are struggling with – do you have a lot on your plate work-wise? Could some tasks be delegated or put on pause? Know your boundaries and limitations- poor and blurred boundaries are the main reasons people reach burnout. Often, we can say yes to too many work requests that we may not necessarily be able to take on. It requires strength but don’t be afraid to say no to certain work projects or tasks. It is important to set clear work boundaries, take regular breaks and set a work schedule to protect your health. Look after yourself- move your body, try stress management techniques, make sure you sleep and rest enough, and feed your body with nutritious foods. Check out our article, foods to manage stress. Be compassionate and patient with yourself – recovering from burnout is not a linear process. Talk to a professional to discover coping strategies that will personally work for you. How we can help The Thrive Wellbeing Hub provides free emotional supports to members, students and family members. We offer a confidential space for you to talk, whether you need a listening ear, wellbeing advice or professional counselling, we are here for you. You can contact the thrive wellbeing team by email at: thrive@charteredaccountants.ie or by phone: (+353) 86 0243294