Sometimes it feels better to put off our work rather than diving into something difficult, overwhelming, or simply unenjoyable. Edel Walsh outlines how you can overcome your procrastination Do you find you leave your studies until the eleventh hour? When you sit down to study, do you spend more time organising your notes and desk than doing productive work?  One of the most common time management traps students fall into is the habit of procrastination.  In this article, I will look at what procrastination is, its causes, and how to overcome procrastination when it comes to your studies.  What is procrastination? Procrastination is the art of delaying or postponing an action, so there is a significant lapse between when you intend to do something and when you eventually do it. This can result in missed opportunities, missed deadlines, feelings of stress, frustration, and dissatisfaction.  Causes of procrastination There can be simple causes of procrastination, such as: the task appears overwhelming; the inability to prioritise; and a lack of skills and knowledge to complete the task. More complex reasons for procrastination include: a fear of failure; and  perfectionist tendencies. How to combat procrastination There are many ways to combat procrastination, and here are just a few. Reflect on your behaviour Start by writing down the reason why you are delaying the task. By reflecting on your behaviour and its causes, you can start to work on overcoming the challenge before you.  Break it down If the task appears overwhelming, break it down into small manageable chunks. As students, we often think of the end goal – the exams. This is called a performance goal.  However, a better approach is to think in terms of learning goals. A learning goal is where we focus on understanding and mastering one small element of the syllabus.  Reframe your self-talk It is also important to watch your self-talk. Sometimes, our internal dialogue can be negative, especially when we are under pressure or feeling stressed.  For example, you might tell yourself that you can’t pass the exam or that there is too much information for you to take in. Instead, reframe your self-talk by finding the one small step you can take to move forward in your studies.  Remind yourself of your strengths and your capabilities. Consider the times in the past when you were procrastinating on a task and what you did to overcome this. Pomodoro technique Limit yourself to short periods of work. For example, work on a task for 25 minutes and then take a five-minute break. This is known as the ‘Pomodoro’ technique.  During your break, take a few moments to reflect on what worked well for you in the 25 minutes of study. What have you learned? What else do you need to know for a better understanding of the topic?   “Eat the frog” Schedule time for the task, even to get a little bit done.  Sometimes, if we find a task overwhelming or complicated, we tend to avoid it and instead focus on the subjects and tasks we enjoy, or the topics we find easy.  A helpful technique to use is to “eat the frog”. When planning a study block, schedule the subjects you find difficult first and keep the easier subjects until the end.    Find a study partner Consider finding an accountability partner like a friend, colleague, or family member. This is someone who keeps you on track and helps you maintain progress on a task. Discuss the tasks you procrastinate on with your accountability partner and ask them to check your progress regularly. This increases motivation to complete the job. Procrastination is a habit The good news is that procrastination is a habit. Bad habits can be broken, and good habits can be made.  A helpful tool to use is the ‘Cue, Behaviour, Reward’ technique when building new habits.  The cue is a trigger that sets off our habitual routine. The behaviour is the action that comprises the habit. Finally, the reward is a tangible or intangible positive reinforcement for the behaviour.  Let’s take an example: Cue: If I start browsing social media instead of tackling my studies…  Behaviour: …then I will put my phone on aeroplane mode… Reward: …and take a deep, productive break once I have completed the task. Changing your habits We have seen that procrastination is a habit that can result in feelings of stress, overwhelm and disappointment. However, patterns can be changed. To change your practices, break the tasks into small manageable chunks, “eat the frog”, watch out for the negative self-talk, limit yourself to short work periods and find an accountability partner.  Edel Walsh is an academic performance coach. Her website is www.edelwash.ie, and her email is edel@edelwalsh.ie

Each year in January we have Blue Monday.  Often referred to as the most depressing day of the year, researchers have cited the third Monday of January as a day when we are at our lowest, but it doesn’t have to be this way.  Blue January was awarded the gloomy title due to a combination of reasons. Christmas and New Year joy has evaporated, resolutions and motivation begin to crack and wane, finances can be stretched and we find ourselves in the thick of winter.  However, it is important not to allow the concept to become a self-fulfilling prophecy. The day can present an opportunity to check in with yourself, practise some self-care and a chance to look after your physical and mental health. Perhaps it is time to retrain our brain and change our outlook on the month itself- maybe January could be a time for gentleness, reflection and self-compassion rather than abstinence and self-criticism. January is a bleak month but a positive spin on the gloomy dark days of winter is to think of the days getting a little brighter with each one that passes and another step closer to Spring and Summer. There is something reassuring about the subtle change in nature in anticipation of better weather that can lift our spirits and encourage us to look to the future. Or why not carve out some time for yourself this blue Monday and make plans to brighten up the day.  Enjoy a sunrise morning walk Have a slow, gentle morning or breakfast Spend quality time with family/kids  Explore, and appreciate, your local area and surrounds Get out in nature Plan an adventure or complete a task you have been avoiding Embrace online learning Tackle that big DIY project and much-avoided clear-out Develop a new gardening skills Learn to cook or bake something new Catch up with friends Activity/Health Now is a good time as we start new beginnings to think about your health. Being active and having a healthy heart has never been more important. A regular walk will make a big difference and there is plenty of workouts or classes online, no matter what your fitness level. Carve out time for you!  Self-care Managing our stress and anxiety levels is essential and many people use meditation or yoga. But everyone is different, and some find painting or gardening works. Explore some options and find what works for you.  Appreciation The New Year gives us time to reflect and consider our surroundings, our family, friends, and appreciate all that is good in our lives. It also gives us the opportunity to consider changing things which perhaps were not so good for us.    If, however, Blue Monday has made an impact on you then perhaps Thrive can help? To help alleviate the effects of Blue Monday (and beyond), join Thrive and the District Societies for our joint Blue Monday webinar, taking place on Monday 16 Jan @12pm. Our speakers will be discussing their lived experiences and how we can protect and nurture our own mental health. We will be joined by founding member of Hermitage Green, Barry John Murphy, Head of Marketing and Communications for the Limerick City and County Council, Donn O’Sullivan, and a See Change ambassador. Book your free place here: Webinar Registration - Zoom

With Generation Z now established in the workplace, companies need to be savvy when creating an accommodating workplace without forgetting the previous generations' needs. Paul O'Donnell explains how to do just that Are you Generation Z, Generation Y, Generation X, or the rarer breed of baby boomer? With retirement ages drifting and young graduates streaming into the jobs market, a truly diverse workplace will include workers from all generations. Born between 1996 and 2007, Generation Z are not a niche cohort – they make up over a fifth of the population and are the fastest-growing electoral and consumer group – but as relative newcomers to the workforce, they may play a different role as part of their respective teams. In 2022, the Irish recruitment firm HRM released its 2022 'Understanding the Misunderstanding – Intergenerational Insight Report'. The report highlights how age-related stereotypes could mean that workers are somewhat pigeonholed and often assigned specific tasks based on their age and perceived behaviours. As this misunderstanding can negatively impact employee satisfaction and fulfilment – as well as the bottom line – a strategic approach to creating a working environment that meets the needs of all workers is vital. Reading between the lines, the report highlights the inherent challenges in building a genuinely intergenerational workplace and why employers must be cognisant of these to unlock and tap into the talent of all age groups. Priorities As illustrated by the survey findings, each generation has priorities regarding their chosen employer and future career path. It was clear that Generation Z workers have different views on work/life balance, and their preferred communication style is markedly different to that of their colleagues. It has been well-documented that Generation Z, on the whole, tends to be well-educated. They have also witnessed the significant disruption of a global pandemic as they began their working lives and have come of age as the realities of the climate crisis begin to bite. Thus, it is perhaps unsurprising that the report indicates that Generation Z sees themselves as quite different from other generations. On the ground, this can cause issues. An astounding third of Generation Z participants think differing perspectives held by different generations caused difficulties at work regularly. However, the diverse needs of each generation of workers are not necessarily competing. For example, the report found that Generation Z prefers an employer that supports their health and well-being. In contrast, baby boomers were far more concerned about the organisation's financial viability. Yet, employees from all generations benefit from an employer focused on both the bottom line and the health and well-being of its employees. According to a 2021 LinkedIn survey on learning and development, Generation Z is keen to upskill and learn on the job, as their longer-term goals may include an entrepreneurial endeavour. This commitment to lifelong learning should be considered when building people strategies that include ongoing training, rewards or recognition programmes, and career path trajectory. We also learned that for Generation Z, a collaborative culture is the number one factor when choosing a workplace. We know that firms with rigid hierarchical structures are the most likely to struggle to adapt to Generation Z's workplace needs. However, the reality is that traditional hierarchical structures and incremental career growth based on tenure are now outdated concepts. Yet, while an organisation may seek to re-orient its historical structure to accommodate Generation Z as they continue to stream into the workforce, this must be balanced against a duty of care to the other generations of workers. In this regard, the pace of organisational and technological change in the last two decades certainly presents both opportunities and challenges. As digital natives, Generation Z will invariably find digital up-skilling and role development easier – or at least more straightforward. And according to Kantar Global, the smartphone tends to be Generation Z's preferred method of communication. As hybrid workplace models become embedded, ensuring effective communication and savvily employing technology to enable this is a given. However, the pace of change can pose some problems, which must also be considered when creating and developing learning strategies for up-skilling and role development. Blending the generations' needs When blending the right mix of generations, employers must not lose sight of the bigger picture: they must be aware of the differing priorities of each, but this cannot be to the detriment of any one age group. By recognising the needs and wants of each employee cohort, they can exploit the possible synergies that a diverse workforce is capable of. The hunger and drive displayed by Generation Z will always be a welcome addition to a team, but the talent, skills, and experience of other generational cohorts are indispensable. Can a company culture please everyone all of the time? Of course not. But by re-orienteering critical elements of the organisation's culture to satisfy Generation Z, they risk alienating the other generational cohorts – who still comprise the majority of the workforce.  The HRM report clearly illustrates that the key to maintaining good intergenerational relationships is recognising differences and discussing them. As with most workplace challenges, clean and open communication – face-to-face, via email, or even over WhatsApp – is key. Paul O'Donnell is CEO at HRM Search Partners.

With the gender pay gap legislation in full swing, now is the time to invest and empower women in the workplace. Dawn Leane explains how There are numerous ways in which organisations can support the development of female talent. In approaching this piece, I asked myself, 'what is the main challenge that female coaching clients report?' The answer appears deceptively simple, so simple that it is often overlooked: communication—specifically, communication in two areas: articulating expectations and delivering unequivocal feedback. As advice goes, it's not particularly innovative or exciting, but it is fundamental. After all, how can anyone live up to expectations if they don't know what they are? Early promotions are usually based on the ability to perform tasks to a high standard, manage a function, coordinate and plan. Frequently, a promotion is preceded by the 'tap on the shoulder' indicating that an application is actively encouraged. However, at a senior level, there is a whole set of essential behaviours, attitudes and competencies that are not explicitly stated anywhere. Of course, this also applies to men. However, they have a more significant advantage when understanding many of these behavioural norms and unwritten rules. Accordingly, professional women are far more likely to find themselves disadvantaged when navigating the corporate environment. I often share the example of a client who was identified as having high potential, yet her career had stalled. She was performing well and getting all the right signals, but nobody had discussed her next move with her. Ultimately, she initiated the conversation with her manager, who asked what took her so long. She was being judged for her lack of self-advocacy – yet, nobody had told her this was an expectation. The double-bind—a set of double-standards women are subjected to in the workplace—is a significant factor in communication. To succeed, women must display the traits commonly associated with effective leadership, such as assertiveness. However, when women behave assertively, they often suffer consequences that their male counterparts don't experience. A significant long-term impact is associated with the double bind – it can prevent women from receiving the crucial feedback they need to progress. According to research conducted by McKinsey and LeanIn.Org in 2016, managers (men and women) are more likely to be concerned about appearing harsh or provoking an emotional response when delivering developmental feedback to women and so dilute the feedback or talk around the issue. The consequence of this hesitancy is that women are less likely to receive the critical feedback needed to succeed. Year after year, the McKinsey and LeanIn.Org Women in the Workplace report illustrates how women lose ground at every step on the corporate ladder. As a result, there are too few women to promote to senior leadership positions in representative numbers. In addition, women are increasingly leaving organisations that make it difficult for them to advance. When discussing career development with female employees, managers should consider the following: Don't assume that the organisation's culture is understood equally by all; Clearly articulate the behaviours that the organisation values and rewards; Don't be afraid to set performance objectives that may be difficult to quantify, such as networking; Create space for dialogue, asking questions such as 'what information would be helpful right now?'; and If tempted to dilute difficult feedback, ask yourself, 'what would I value if I were in this person's position?' Information is power. Presenting female employees with clear rules of engagement and detailed feedback levels the playing field. Once that is achieved, women will do the rest! Dawn Leane is Founder of Leane Empower.

Typically, the festive season is a joyous occasion and a time for celebration, but it can equally be an extremely busy and demanding time that often puts extra pressure on us whether socially, financially or emotionally.  For some, it is a time where they acutely feel the loss of loved ones and feelings of loneliness. The festive period can affect your mental health in many ways and can bring up feelings of being overwhelmed, anxious, stressed and again this year, uncertainty of the pandemic. Our Thrive wellbeing team has compiled a list of tips to help you look after your mental health this Christmas. Realistic expectations It is easy to get carried away with the expectations of a perfect Christmas and everything that goes with it. However, this can cause disappointment and impact our self-esteem if it doesn’t turn out how we hoped. Be realistic about what you can expect from the festive season and avoid unhealthy comparisons with others. Create your own Christmas agenda for how you want to spend your time, focusing on a couple of things that are most important to you. Take a break The Christmas period can be the one time of year where we can truly take a break from the demands of day-to-day life. It is essential for our mental wellbeing to have some time-out to help prevent stress and feelings of being overwhelmed. Take this time to rest and restore your energy especially if you are feeling particularly drained. Make sure you set time aside to be by yourself if you need it and engage in activities that help you relax and unwind. Christmas is a time of compassion and giving, so why not indulge in some self-compassion and treat yourself. Reflect As the year draws to a close, you can quickly fall into the trap of thinking about everything you didn’t achieve and all those forgotten resolutions and goals. Try not to be too hard on yourself as you begin to reflect on the year that has passed. Accept the year for what it was and reflect and acknowledge the (big and small) things you have achieved and where you are now.   Say no Leading up to and during Christmas you can find yourself inundated with social engagements, invites, and being surrounded by people. If you are feeling uncomfortable or unsettled with the incoming invitations, the key is to give yourself permission to say no. You may want to limit your social interactions and while it is important to maintain some social connection it is imperative that you set clear boundaries with yourself on how much interaction you want to have. Balance your sense of social obligation against your need for self-care and time by yourself.   Healthy habits The temptation to overindulge is ever present at Christmas - the few extra tipples, lounging on the couch watching Christmas movies or over-doing it on the mince pies and rich food. Overindulging can cause your motivation levels to diminish and make you feel sluggish and not ‘yourself’. Alcohol may make you feel relaxed at first, but it is a depressant which can cause low mood and irritability. Strive to maintain some balance across the festive period if you can. Maintaining a relatively healthy diet and getting some exercise will give your mental health a much-needed boost. Get outdoors, wonder at the Christmas lights and decorations in your area or head out on a nature walk, it will do you a world of good. It can be quite difficult to maintain your usual routine over the holidays too. The best way to retain some semblance of routine and structure is keeping up a healthy sleep pattern. Sleep is an essential component to not only positive mental health but also our physical health. Talk to someone The expectations of the festive season can take its toll and the pressure to have a good time can be overwhelming. How we feel can become all-consuming. If you are struggling it is important to talk to someone about how you are feeling. Your family and friends are your best support system, reach out to someone you feel comfortable disclosing your feelings to. If Christmas is a hard time for you, it's important to remember that you are not alone. Help is here if you need it. The Institute’s wellbeing hub, Thrive, provides an array of mental health supports to members and students. Whether you need a listening ear, wellbeing advice or professional counselling, we are here for you. You can contact the team by email at: thrive@charteredaccountants.ie or by phone: (+353) 86 0243294 Merry Christmas!

The theme of Alcohol Awareness Week 2022 is change, something that most people find challenging, but change is ever present. We can all easily slip into patterns and routines, and drinking more than we should or using alcohol as a coping mechanism is one. However high levels of alcohol consumed regularly can undermine our physical and mental health. One of the biggest challenge is to force a change in our mindset and seek alternative tools.  If you are finding you are inclined to drink more heavily and frequently, then perhaps it is an opportunity to explore alternative coping strategies. Being mindful and observing a low-risk relationship with alcohol can make a big difference to your anxiety levels and mood. Below are some tips to get you started: Stick to the weekly low-risk alcohol guidelines If you can stick to these guidelines it will reduce alcohol related problems The recommended weekly low-risk alcohol guidelines are less than: 11 standard drinks for women 17 standard drinks for men Drinks should be spread out over the week –no more than 2 standard a day for men, or 1 standard a day for women. Have 2-3 alcohol-free days per week. For more on these guidelines and what is a standard drink check out the HSE site. The Ask About Alcohol  drinks calculator also provides fact-based non-judgmental information about how drinking affects health, wallet and weight. Be aware of your mental health & wellbeing An awareness of how you are feeling can help you identify behaviours and any self-destructing tendencies. Do you use alcohol to ward off or cope with a bad day, stress or low mood?  If so, it is important to look for alternative ways to deal with our mental health and wellbeing.  Connecting with others is essential as it gives us purpose and a sense of belonging. Get out and about, walking and being outside is so good for our mental health. Keep a routine that works Most of us not only like routine, but we need it, so find a routine that works for you and reap the benefits. Keeping structure to your day and evenings will really help you to stay focused. Find alcohol free alternative tools Explore new options and find something you enjoy and works for you. Reaching for that drink each evening can become a bad habit and one which could be hard to break. Reconnect with hobbies or interests you once had or learn a new skill and try some relaxation or mindfulness. Take a news break Turn off the endless newsfeed for a few hours. Anxiety, depression, and alcohol are linked, so give yourself a break and take sometime out from social media and all news feed. You will be amazed how quickly your mood can change once these distractions are removed.